Why Care?

In this new episode of Why Care?, starting Season 6, Nadia Nagamootoo talks with Christopher Kenna, CEO and founder of Diversity Media Inc. and Media Stream AI. Christopher shares his inspiring journey from a challenging childhood and life in the British Army to becoming a pioneering entrepreneur focused on diversity and inclusion. Learn how Chris uses AI to create personalised and inclusive media, why authentic representation matters deeply to him, and his vision for a more equitable media landscape. He also shares his challenging upbringing, navigating personal threats, and the relentless pursuit of positive impact through innovation.Key TakeawaysDiversity and inclusion must be foundational values, not superficial initiatives.True leadership involves actively dismantling systemic barriers.Entrepreneurial success requires balancing passion, resilience, and the courage to face adversity.Real activism goes beyond performative gestures—it's everyday actions that create change.Leveraging privilege to uplift underrepresented voices is essential for lasting societal impact.Highlights:Christopher's Journey – From Adversity to Activism: Christopher shares his remarkable story, overcoming a difficult childhood and then entering military life to become a powerful advocate for diversity and inclusion in the media and tech industry.Leveraging AI for Real Inclusion: Discover how Christopher uses innovative AI technology to create personalised media that authentically represents diverse communities, revolutionising viewer engagement.True Leadership in DEI: Christopher highlights the importance of genuine leadership commitment to dismantling systemic barriers and why superficial approaches to diversity are insufficient.Representation Beyond the Surface: Explore Christopher's perspective on why true diversity involves more than token gestures, emphasising authentic storytelling and representation at every level.Balancing Entrepreneurship and Advocacy: Gain insights into how Christopher navigates the challenges of entrepreneurship, including facing personal threats, to pursue meaningful change through his ventures.Practical Activism through Daily Actions: Christopher explains how real activism isn't just about grand gestures but is demonstrated through consistent, everyday actions that leverage privilege for positive societal impact.Guest BioChristopher Kenna is the award-winning CEO and founder of Diversity Media Inc. and Media Stream AI, leading innovative platforms that amplify diverse voices and deliver personalized media experiences. He is an award-winning entrepreneur, having received the Innovator of the Year Award at the second annual Ex-Forces in Business Awards, been in the British LGBT Awards top 10 3x times, named on EMPower's 100 Ethnic Minority Executives 2020 and OUTstanding top 100 LGBT Executives and in the top 20 of the Top 100 Marketing Influencers in the Technology for Marketing Index 2023.LinksChris Kenna Socials: Instagram | LinkedIn Generation Black TV: Website | InstagramNadia Nagamootoo: LinkedIn | InstagramAvenir Consulting: https://linktr.ee/avenirconsultingservices

In thisspecial episode ofWhy Care?, host Nadia Nagamootoo sits down withBlair Imani, historian, educator, and author ofRead This to Get Smarter. Known for her viralSmarter in Seconds series, Blair breaks down complex topics in an accessible and engaging way. In this conversation, Blair shares her journey as an advocate, the role of education in driving change, and the importance of challenging misinformation. She also discusses her experiences in activism, the impact of storytelling on social justice, and how we can all contribute to making the world more inclusive.Key TakeawaysEducation is a powerful tool for dismantling bias and promoting social justice.Smarter in Seconds demonstrates how breaking down complex topics can make learning accessible to all.Understanding history and systemic injustices is essential to creating meaningful change.Allyship requires more than just words—it demands action and accountability.True allyship involves continuous learning, amplifying marginalized voices, and taking action to support communities.Challenging misinformation and recognizing privilege are crucial steps toward fostering an inclusive society.Highlights:Blair's Journey to Activism –From being arrested during a protest to becoming a globally recognized educator, Blair shares the pivotal moments that shaped her career.Making Complex Topics Accessible – Blair explains the philosophy behindSmarter in Seconds and why bite-sized education is essential in today's digital world.Challenging Myths and Misinformation –Blair discusses how she debunks historical and cultural misconceptions, such as the real origins of Thanksgiving.The Power of Identity and Intersectionality –Blair reflects on how race, gender, and faith have shaped her advocacy and storytelling.What It Means to be an Ally –Blair shares practical ways to support marginalized communities beyond performative allyship.Education as a Tool for Change –Blair highlights how knowledge can be a powerful driver for equity and justice in both social and political spaces.Guest BioBlair Imani is a historian, educator, and social justice advocate known for making education accessible through her viralSmarter in Seconds series. She is the author ofRead This to Get Smarter,Modern HERstory, andMaking Our Way Home, books that explore history, identity, and activism. A sought-after speaker, Blair has collaborated with institutions like Sephora, Meta, and Adobe and has interviewed icons like Jane Fonda and Gloria Steinem. Through her work, Blair continues to inspire critical thinking, inclusion, and positive change.LinksBlair's Website:Blair's Book:⁠to Get SmarterBlair's Socials:LinkedIn | Instagram |You Tube |TikTokNadia Nagamootoo: LinkedIn | InstagramAvenir Consulting:⁠https://linktr.ee/avenirconsultingservices

In this season finale of Why Care?, host Nadia Nagamootoo is joined by bestselling children's author Robin Stevens, best known for the internationally renowned Murder Most Unladylike series, to explore how literature can shape young minds and create lasting change. Robin shares her journey as an author, the personal experiences that influence her writing, and how her neurodivergence, identity, and lived experiences have shaped the stories she tells. They discuss the importance of representation in children's books, the impact of subtle acts of exclusion, and how stories can help young readers navigate diversity, identity, and belonging. This episode is an inspiring look at how books can spark meaningful conversations and challenge the status quo. Key Takeaways Children's books have the power to shape young minds, foster empathy, and challenge stereotypes. Diverse representation in literature helps young readers see themselves and others in a more inclusive way. The power of storytelling can influence how children perceive identity, belonging, and fairness in the world around them. Neurodivergence and lived experiences shape creative expression in profound ways. Robin's writing reflects her unique perspective as a neurodivergent person, using storytelling as a way to process emotions and understand human interactions. By embracing her identity, Robin creates stories that not only entertain but also educate and inspire conversations around inclusion. Highlights: Robin's Path to Becoming a Writer – From storytelling as a child to becoming an internationally acclaimed author, Robin shares how her early experiences shaped her passion for writing. Neurodivergence and Storytelling – Robin reflects on how her autism diagnosis has influenced her approach to writing, processing emotions, and understanding the world. Diversity and Representation in Books – Robin discusses the importance of creating characters that reflect a wide range of backgrounds, identities, and lived experiences. Challenging the British Boarding School Narrative – Robin's books disrupt the overwhelmingly white, privileged image of boarding schools by introducing characters who mirror real-life diversity and challenge to fit in. Raising Awareness of Subtle Acts of Exclusion – Robin highlights the importance of showcasing microaggressions in her stories to help young readers recognise and address them. Bringing Queer Representation to Children's Books – Robin shares her experience of writing LGBTQ+ characters, the challenges she faced, and the positive impact of queer representation in children's literature. Guest Bio Robin Stevens is an award-winning author best known for her Murder Most Unladylike series, which blends classic murder mystery with a modern approach to diversity and representation. As someone who identifies with multiple underrepresented communities, Robin skilfully weaves themes of identity, belonging, and social justice into her books. With a deep passion for making literature more inclusive, Robin's work has had a lasting impact on young readers and the publishing industry. Links Robin Stevens' Website & Books: https://robin-stevens.co.uk/all-books/ Robin Stevens Socials: Instagram | Youtube | TikTok Nadia Nagamootoo: LinkedIn | Instagram Avenir Consulting: https://linktr.ee/avenirconsultingservices

In this episode of Why Care?, host, Nadia Nagamootoo, has an inspiring conversation with the Permalloo Sisters - Shelina Permalloo, MasterChef winner and celebrated chef, and Pamela Permalloo Bass, a diversity, equity, and inclusion expert with extensive experience in the NHS. Together, they share stories of their Mauritian heritage, navigating identity as British Mauritian women, and breaking barriers in their respective industries. From exploring the richness of Mauritian cuisine to advocating for inclusion in the workplace, this episode is a heartfelt exploration of family, culture, and leadership. Key Takeaways Cultural heritage can be a source of strength and connection in navigating personal and professional challenges. Shelina and Pamela's stories showcase how embracing heritage can drive creativity, resilience and a sense of purpose. Food and hospitality serve as powerful tools for preserving culture and fostering community. Breaking barriers requires persistence, leadership and a commitment to inclusion. Pamela emphasises the need for inclusive leadership to address systemic inequities and create meaningful change in organisations. The Permalloo sisters highlight the importance of pushing boundaries and creating opportunities for others, paving the way for future generations. Highlights: Growing Up as a Mauritian in the UK: Shelina and Pamela discuss their upbringing, family dynamics, and the influence of their Mauritian heritage on their identities. Breaking Cultural Stereotypes: Pamela reflects on challenging traditional gender roles and cultural expectations, while Shelina shares her journey to embracing her heritage through food. Advocating for Inclusion: Pamela highlights the importance of addressing systemic inequities in the NHS and fostering cultural awareness in leadership. The Power of Food and Hospitality: Shelina describes how Mauritian cuisine connects people and celebrates diversity, becoming her way of preserving and sharing her roots. Resilience and Leadership: The Permalloo sisters explore the importance of resilience, challenging the status quo, and leading with purpose in their fields. The Reality of Success: Shelina shares the duality of her success, from celebrating Mauritian culture through food to facing criticism and navigating her unique position as a visible figure. Guest Bio Shelina Permalloo is an award-winning chef, author, and winner of MasterChef 2012. Known for her passion for Mauritian cuisine, Shelina uses food as a way to celebrate her heritage and connect people. She has published two cookbooks and runs culinary workshops whilst championing diversity in the food industry. Pamela Permalloo Bass is a diversity, equity, and inclusion expert with over 30 years of experience in the public sector, including extensive work in the NHS. A dedicated advocate for cultural awareness and equity in leadership, Pamela works to create lasting, systemic change in organisations. Links Shelina's Instagram: https://www.instagram.com/shelinacooks/?hl=en Shelina's First Book - “Sunshine on a Plate” Shelina's Second Book -  “The Sunshine Diet” NHS Workforce Race Equality Standard 2023: https://www.england.nhs.uk/publication/nhs-workforce-race-equality-standard-2023-data-analysis-report-for-nhs-trusts/ Roger Kline (August 2015): Beyond the Snowy White Peaks of the NHS Report Roger Kline & Joy Warmington (January 2024): Too Hot to Handle Report Pamela's Website: https://www.pamelapermalloobass.com/ Pamela's LinkedIn: https://uk.linkedin.com/in/pamela-permalloo-bass-50749534 Nadia Nagamootoo: LinkedIn | Instagram Avenir Consulting: https://linktr.ee/avenirconsultingservices

In this episode of Why Care?, host Nadia Nagamootoo speaks with Michael Gunning, an elite swimmer and trailblazer for diversity and inclusion in sport. Michael shares his incredible journey from becoming one of the few Black swimmers to compete internationally, to using his platform to advocate for LGBTQ+ representation and equality. He opens up about navigating labels, breaking barriers, and the importance of representation in sports and beyond. Michael also discusses his recent projects, including the Swim United campaign, his work with Pride House, and his new, groundbreaking TV series, Beneath the Surface. This conversation clearly demonstrates his resilience, purpose, and the power of sport to drive societal change. Key Takeaways Michael's story highlights the importance of representation, resilience, and breaking barriers in sports. From being one of the few Black swimmers in elite competitions to coming out as gay, Michael has faced and overcome numerous societal and personal challenges. His work inspires others to embrace their identity and break stereotypes, showcasing that sport is for everyone. Advocating for inclusion requires persistence, education, and collective action. Michael's initiatives, such as Swim United and Pride House, demonstrate how accessibility and safe spaces can transform lives. His journey emphasises the importance of creating platforms where diverse voices can be heard and celebrated. Highlights: Michael's Journey: From learning to swim at the age of four to becoming an elite international swimmer, Michael shares the challenges and triumphs of his unique path in sport. Navigating Labels: Michael opens up about the frustrations of being labelled as a "Black gay swimmer" and how he has worked to redefine these narratives, focusing on his achievements rather than societal stereotypes. Representation Matters: Michael discusses the importance of diversity in sport and how seeing someone who looks like you in elite competitions can inspire the next generation. Advocating for Inclusion: Learn about Michael's work with Swim United and Pride House, initiatives designed to make swimming accessible and create safe spaces for LGBTQ+ athletes and fans. Breaking Stereotypes: Michael shares how he uses his platform to challenge the misconceptions around swimming and identity, proving that sport is for everyone. Life Beyond the Pool: From hosting his TV series Beneath the Surface to championing equity in sports, Michael highlights how he continues to make an impact beyond competitive swimming. Links Michael Gunning: LinkedIn | Website Beneath the Surface on Sky Sports: Michael Gunning meets Jake Daniels Nadia Nagamootoo: LinkedIn | Instagram Avenir Consulting: https://linktr.ee/avenirconsultingservices

In this episode of Why Care?, host Nadia Nagamootoo sits down with Claire Collins, a coach and Henley Business School Professor of Leadership, to discuss the impact of toxic work environments. Claire shares her journey from a biomedical career to becoming a law firm chief executive and, following a highly successful academic career, finding her purpose in coaching professionals who are dealing with workplace bullying. This conversation delves into identifying toxic behaviours, understanding the effects of gaslighting, and building resilience. Claire provides invaluable insights into navigating such environments, regaining confidence, and fostering better organisational cultures for all. Key Takeaways Claire's journey emphasises the importance of resilience and seeking support when faced with workplace bullying. Coaching can empower individuals to either confront toxic environments confidently or transition out with self-worth intact. Building resilience requires understanding gaslighting and developing personal strategies to counteract it. Organisations play a vital role in preventing toxicity and supporting employees in challenging situations. Clear policies, strong leadership, and allyship are essential in creating inclusive and safe work environments. Providing tools and training to help leaders recognise and prevent exclusionary behaviours is crucial for fostering positive culture. Highlights: Claire's Diverse Career Journey: From biomedical science to coaching, Claire's story is one of resilience and reinvention, shaped by her own experiences in challenging work environments. Understanding Toxic Leadership: Claire discusses how toxic leadership can manifest, from overt bullying to more subtle forms like gaslighting and undermining. Building Resilience Against Gaslighting: Claire explains how individuals can recognise and counteract gaslighting tactics, building up their confidence and reclaiming their personal power. Coaching Through Trauma and Toxicity: Learn about Claire's mission to help professionals in toxic workplaces either stand up to their environments or leave with their self-worth intact. Supporting Marginalised Groups in the Workplace: Claire emphasises the need for inclusive policies and advocates for allyship, especially for those facing unique challenges, such as returning mothers and part-time workers. Long-term Effects of Workplace Bullying: Claire sheds light on the neurological and psychological impact of bullying and gaslighting, which can sometimes lead to trauma and PTSD-like symptoms. Guest Bio Claire Collins is a Professor of Leadership at Henley Business School, University of Reading, and a coach specialising in supporting professionals facing toxic work environments. With a diverse background spanning biomedical science, law firm leadership, and academia, Claire brings a wealth of experience and insight to her coaching practice. She is deeply committed to helping individuals regain their confidence, navigate workplace bullying, and build resilience. Claire's current work focuses on empowering those in toxic environments and advocating for supportive organisational cultures. Links Clair Collins: LinkedIn | Website Nadia Nagamootoo: LinkedIn | Instagram Avenir Consulting: https://linktr.ee/avenirconsultingservices

In this episode of Why Care?, host Nadia Nagamootoo speaks with Tarek Kamil, a serial entrepreneur and the founder of Cerkl. Tarek shares his fascinating journey, from leaving a stable career in software engineering to launching multiple tech ventures aimed at making the world a better place. They dive deep into how AI is transforming workplace communication, the importance of personalised experiences for employees, and the role of diversity, equity, and inclusion in tech. Tarek also emphasises the value of taking risks, minimising regret, and embracing discomfort to drive personal and professional growth. Highlights: Tarek's Entrepreneurial Mindset: From his immigrant roots to becoming a tech entrepreneur, Tarek shares how he has always been driven by the desire to create value and solve problems. Minimising Regret: Tarek discusses his philosophy of minimising regret by taking risks and pursuing his passions, rather than playing it safe. AI and Workplace Transformation: Discover how Tarek's company, Cerkl, is leveraging AI to personalise communication and make every employee feel valued, regardless of their role. Diversity and Inclusion in Tech: Tarek emphasises the importance of creating inclusive environments and how technology can be a key driver in building equitable workplaces. The Future of AI: Tarek shares his insights into the rapidly advancing world of AI, and the potential challenges and opportunities it presents for businesses and individuals. Overcoming Discomfort: Tarek explains his belief that embracing discomfort and taking on challenging situations leads to the greatest personal and professional growth. Key Takeaways Tarek's journey emphasises the importance of using technology to solve meaningful problems and create value. His focus is on making the world a better place through innovation and solving real-world challenges. Personalising communication in workplaces through AI makes employees feel included and valued, enhancing productivity and engagement. Embracing discomfort and minimising regret are key themes in Tarek's entrepreneurial philosophy. Taking risks and stepping out of your comfort zone is essential for growth, both personally and professionally. Tarek encourages leaders to think long-term, asking themselves how AI and tech will disrupt their industries and building accordingly. Guest BioTarek Kamil is the CEO and Founder of Cerkl, where he leads a team dedicated to transforming how organisations communicate through AI and big data. With over a decade of experience, Tarek has built platforms that leverage machine learning and behavioural analytics to personalise content delivery, ensuring that the right message reaches the right audience at the right time. His mission is to use AI to revolutionise modern communication, driving engagement, saving resources, and enhancing efficiency for organisations globally. Links Tarek Kamil: LinkedIn Cerkl: Website | LinkedIn Nadia Nagamootoo: LinkedIn | Instagram Avenir Consulting: https://linktr.ee/avenirconsultingservices

In this episode of Why Care? host Nadia Nagamootoo speaks with Sarah Mulindwa, who has uniquely combined her background in nursing with her passion for fashion, to become an advocate for diversity, equity, and inclusion. Sarah shares her journey from the healthcare sector to the fashion industry, highlighting the challenges and rewards of such a significant career transition. She also discusses her work in sexual health education and the importance of representation and diversity in both fashion and healthcare. This episode is a must-listen for leaders wanting to find out what more they can do to make sexual health more widely spoken about, and how to make menopause part of normal conversation. Highlights Sarah's Career Transition: From a dedicated nursing career to making a bold move into the fashion industry, Sarah shares the challenges and motivations behind her significant career shift. Diversity in Fashion: Sarah discusses the need for greater representation in the fashion industry and how her work is helping to break down barriers. Empowering Through Sexual Health: Sarah shares her work in sexual health education, emphasising the importance of accessible information and resources. The Intersection of Fashion and Health: Discover how Sarah integrates her healthcare background with her passion for fashion to drive change and promote diversity, equity, and inclusion. Leading with Compassion: Sarah emphasises the importance of compassion in leadership, both in healthcare and fashion, and how it has guided her journey. Key Takeaways Sarah's journey highlights the power of reinvention and the impact of bringing diverse perspectives to different industries. Her transition from nursing to fashion illustrates the importance of following one's passion while also addressing industry-wide issues like diversity and inclusion. Emphasises the significance of integrating past experiences into new careers to create unique and impactful contributions. Promoting diversity and sexual health requires both awareness and action, driven by compassionate leadership. Sarah's work in sexual health education showcases the need for accessible and inclusive resources to empower individuals. The conversation underscores the role of leaders in fostering environments where diversity and inclusion can thrive. Sarah's journey highlights the importance of addressing both career transitions and health challenges like menopause in the workplace. Menopause is often overlooked in professional settings, and Sarah emphasises the need for more open conversations and supportive policies. By advocating for inclusive health education, Sarah encourages leaders to create environments where women can thrive through all stages of life, including menopause. Guest Bio Sarah Mulindwa is a former nurse turned fashion industry professional and advocate for diversity, equity, and inclusion. With a background in healthcare, Sarah brings a unique perspective to her work in fashion, focusing on breaking down barriers and promoting representation. She is also deeply involved in sexual health education, striving to make information and resources more accessible to all. Sarah's journey is a testament to the power of reinvention and the importance of compassion in leadership. Links Sarah Mulindwa: LinkedIn | Instagram The charity Sarah supports - Reach A Hand Uganda (a youth-centred organisation focusing on youth empowerment programs with emphasis on Livelihoods & Skills Development, Behavior Change Communication, Sexual Reproductive Health & Rights, and HIV/AIDS awareness and prevention):  https://reachahand.org/ Nadia Nagamootoo: LinkedIn | Instagram Avenir Consulting: https://linktr.ee/avenirconsultingservices

In this episode of Why Care?, host Nadia Nagamootoo welcomes Rosie Nixon, former Editor-in-Chief of HELLO! Magazine and author of three novels - The Stylist, Amber Green Takes Manhattan and Just Between Friends - plus the Be Kind book, all about showing different types of kindness.  Rosie shares her journey from the glamorous world of magazines to facing burnout and ultimately finding a new path focused on empowering midlife women. They discuss her innovative Reinvention Retreats, the importance of taking a pause, and how to redefine success in midlife. Rosie also opens up about the pressures of maintaining a public persona and the pivotal moment that led her to prioritise her wellbeing and personal fulfilment. Highlights: Rosie's Journey: From her career as Editor-in-Chief at HELLO! Magazine to facing burnout and reinventing herself, Rosie Nixon shares her path and the experiences that shaped her approach to life and work. Empathy and Integrity in Leadership: Discover how Rosie emphasises the importance of empathy and integrity in leadership, highlighting the need to align actions with values and prioritise wellbeing. The Moment of Realisation: Rosie recounts the pivotal moment at the Corinthia Hotel that led her to recognize the need for change and prioritise her mental and physical health. Reinvent Like a PRO: Learn about Rosie's innovative Reinvention Retreats designed for midlife women, featuring a structured approach to Pausing, Reflecting, and Organising their lives for personal and professional fulfilment. Kindness as a Foundation: Explore the themes from Rosie's book, Be Kind, emphasising the importance of kindness to oneself and others, and how it plays a crucial role in diversity, equity, and inclusion work. Supporting Midlife Women: Rosie discusses the unique challenges faced by midlife women and the need for organisations to offer support and flexible opportunities for reinvention to retain top talent. Key Takeaways Rosie Nixon's journey emphasises the importance of recognizing and addressing burnout, and the power of reinvention in midlife. Her Reinvention Retreats provide a structured approach for midlife women to pause, reflect, and organise their lives for personal and professional fulfilment. Emphasises the importance of empathy, self-kindness, and redefining success on one's own terms. Navigating career pivots and promoting wellbeing requires intentional action and supportive environments. Leaders and organisations must support employees through flexible and practical approaches to wellbeing and personal development. The significance of creating inclusive cultures where diverse backgrounds and experiences are valued and celebrated. Guest Bio Rosie Nixon is a celebrated author and former Editor in Chief of HELLO! Magazine, where she spent 16 years leading the iconic publication. With a career spanning over two decades in the media industry, Rosie now has a portfolio career, with a particular focus on empowering midlife women through her new Reinvention Retreats. She is also the author of Be Kind, a book that explores the multifaceted nature of kindness towards oneself, others, and the environment. Links Rosie Nixon Links Purchase “Be Kind” Nadia Nagamootoo: LinkedIn | Instagram Avenir Consulting: https://linktr.ee/avenirconsultingservices

In this episode of Why Care?, host Nadia Nagamootoo welcomes Denise Hamilton, a leading DEI practitioner and author of Indivisible: How to Forge Our Differences Into a Stronger Future. Denise shares her journey from corporate America to becoming a sought-after DEI consultant, emphasising the importance of practical application and the human side of diversity, equity, and inclusion work. They discuss her innovative approach to DEI, the necessity of evolving language and practices, and how to navigate the discomfort that comes with challenging long-held beliefs. Denise also delves into her impactful charity initiative, Good Givers, which redefines how we think about giving and supporting communities in need. Highlights: Denise's Journey: From her extensive career in corporate America to becoming a DEI expert, Denise Hamilton shares her unique path and the experiences that shaped her work in diversity, equity, and inclusion. Empathy and Integrity in DEI: Discover how Denise emphasises the need for empathy and integrity in DEI work, highlighting the importance of understanding human experiences and aligning actions with core values. Impact of High Expectations: Denise discusses the pressures faced by white men due to societal expectations, contributing to high suicide rates, and the broader implications of these inequities on society. Reimagining DEI: Learn about Denise's innovative approach to DEI, advocating for a shift from inclusion to being indivisible, and how evolving language and concepts can lead to more effective strategies. Thoughtful Charity: Feel inspired by Denise's Good Givers initiative, which redefines how we think about charity by centering the dignity and needs of recipients, allowing parents to be the heroes in their children's lives. Addressing Bias and Building Consensus: Denise highlights the importance of confronting biases, both personal and systemic, and building consensus on shared values and goals to ensure successful DEI implementation. Key Takeaways Denise Hamilton's DEI strategies focus on practical implementation and evolving language and practices: Her approach integrates real-world experiences with strategic DEI efforts to create lasting impact within organisations. She emphasises the importance of empathy, integrity, and continuous evolution in DEI work. Navigating DEI challenges requires a compassionate and proactive approach: Leaders must address discomfort and biases head-on, fostering a culture of inclusion and fairness. Practical initiatives like Good Givers demonstrate how thoughtful, community-centred approaches can redefine charity and support. Guest Bio Denise Hamilton is a renowned DEI practitioner and author of Indivisible. She is the Founder and CEO of WatchHerWork, a digital learning platform for professional women, and All Hands Group, a workplace culture consultancy. With over 25 years of experience in corporate America, Denise has navigated and addressed numerous challenges as one of the few black women in executive roles. Her practical approach to DEI, combined with her lived experiences, has made her a sought-after consultant and speaker. Denise is also the Founder of Good Givers, an innovative charity initiative aimed at supporting families in need with dignity and respect. Links Denise Hamilton LinkedIn: https://www.linkedin.com/in/hamiltondenise/ Denise Hamilton Website: https://denisehamilton.co/ Purchase “Indivisible” Nadia Nagamootoo: LinkedIn | Instagram Avenir Consulting: https://linktr.ee/avenirconsultingservices

In this episode of Why Care?, host Nadia Nagamootoo welcomes Dr. Sandra Upton, an esteemed DEI expert and author of Make It Last. They dive deep into Sandra's journey, from academia to consulting, and explore her eight-step DEI Propel framework designed to create sustainable and impactful DEI strategies within organisations. Sandra shares her insights on overcoming resistance, building effective DEI governance, and ensuring long-term success through practical application and continuous learning. Highlights: Sandra's Journey: Dr. Sandra Upton shares her extensive background in academia and consulting, detailing over 25 years of experience in DEI work and what inspired her to write Make It Last. Responding to DEI Backlash: Practical advice on how DEI professionals and leaders should respond to political and societal challenges, emphasising the importance of staying calm, informed, and proactive. DEI Propel Framework: Introduction to Sandra's eight-step DEI Propel framework, offering a comprehensive, strategic approach to making DEI efforts sustainable and impactful within organisations. Creating and Communicating Strategy: Exploring the importance of creating a sense of urgency, building effective governance, and developing a data-driven DEI strategy. Emphasis on the necessity of effectively communicating the DEI plan to ensure organisational engagement. Measuring and Celebrating Success: The need to measure behaviour change using cultural intelligence assessments and feedback mechanisms. Highlighting the importance of recognising and celebrating both small and large DEI victories to maintain motivation and demonstrate progress. Sustaining DEI Efforts: Continuous evaluation of DEI strategies in response to changing internal and external factors, ensuring leadership remains engaged and committed. Sandra shares personal experiences to illustrate the practical application of DEI principles in overcoming microaggressions and promoting inclusion. Key Takeaways Sandra Upton's DEI strategies emphasise practical implementation and proactive leadership to achieve lasting impact within organisations. Her approach integrates well-researched principles with real-world application to ensure DEI efforts are both effective and sustainable. The DEI Propel framework provides an eight-step process for embedding sustainable DEI initiatives within organisations. Leaders must remain calm and data-driven in their approach to overcome challenges and ensure long-term success. Guest Bio Dr. Sandra Upton is a leading expert in Diversity, Equity, and Inclusion (DEI) with over 25 years of experience. She has a robust academic background and has served as a faculty member and Dean at a private college in the United States. Dr. Upton is the author of Make It Last and the creator of the DEI Propel framework, which helps organisations develop and sustain effective DEI strategies. She is also the founder of Upton Consulting Group, where she continues to impact numerous organisations through her DEI consulting and training services. Links Dr. Sandra Upton LinkedIn: Dr. Sandra Upton on LinkedIn Upton Consulting Group Website: Upton Consulting Group Dr. Sandra Upton's book “Make It Last” DEI Propel Course Information: DEI Propel Course Nadia Nagamootoo: LinkedIn | Instagram Avenir Consulting: https://linktr.ee/avenirconsultingservices

Welcome to the Season 5 premiere of the Why Care? podcast! In this episode, host Nadia Nagamootoo sits down with the incredibly talented Tegan Summer, a distinguished writer, producer, and lyricist whose work has graced Broadway and the West End. Get ready for an inspiring and thought-provoking conversation about the transformative power of theatre and the importance of diversity and representation in the arts. Highlights: Tegan's Journey: From his roots in the East End of London to becoming a prominent figure in the theatrical world, Tegan shares his unique path and the experiences that shaped his career. The Magic of Theatre: Discover how sneaking into West End rehearsals as a child ignited Tegan's passion for theatre and how this magic continues to drive his work today. Representation Matters: Tegan discusses the challenges he faced as a Black writer and producer in a predominantly white industry and the importance of creating space for diverse voices. The Impact of Music: Learn about the power of songs in theatre, especially the "I Want" song, and how they can inspire and empower audiences. Behind the Curtain: Get a glimpse into Tegan's research process for his latest project, "Mozart: Her Story," a musical about Wolfgang Amadeus Mozart's overlooked sister, Nan Mozart. Upcoming Projects: Exciting details about Tegan's future works, including shows on James Dean, Malcolm X, and Harvey Milk, and his collaboration with Tony Award-winning director Susan Stroman. Key Takeaways Theatre as an equaliser and its role in fostering empathy and understanding across diverse audiences. The importance of representation in the arts and how Tegan's work is breaking barriers and setting new standards. The intersection of creativity and social change, and how theatre can be a powerful tool for activism and inclusion. Guest Bio Tegan Summer is a celebrated writer, producer, and lyricist with a rich history in theatre. His work spans various genres and mediums, from Broadway to the West End, and he is known for his dedication to bringing underrepresented stories to the stage. Tegan's upcoming projects continue to push the boundaries of traditional theatre, highlighting his commitment to diversity, equity, and inclusion. Key Links Tegan Summer Theatricals: Tegan Summer Theatricals Website Tegan Summer Instagram: @tegansummer Buy tickets to Mozart: Her Story at the Lyric theatre, London on Monday 18th November Nadia Nagamootoo: LinkedIn | Instagram Avenir Consulting: https://linktr.ee/avenirconsultingservices

This is a unique Why Care? episode - a live fireside chat where I am the one being interviewed! The interviewer is my dear friend, Darin de Klerk, as we discuss all things Beyond Discomfort at my Book Launch event, which took place on 21st March 2024. During our intimate conversation, we tackle the challenges of leadership development and the significance of valuing diverse perspectives. I share some insights into the soul of my new book, my personal journey growing up as a minority in the UK, navigating power dynamics, cross-cultural partnerships, and experiences with identity. We also cover more about leading with the heart, the concept of trauma and privilege, navigating discomfort, activism, allyship, and the power of empathy. Darin De Klerk and I first crossed paths together in 2015, and I am genuinely honoured and privileged that one of my closest friends was able to join me live on stage at such a significant event in my career. Darin is a highly esteemed Business Psychologist and shares my passion for DEI. This is reflected in his years of experience as the Director of YSC Consulting, a leadership strategy consultancy. At the start of the discussion, Darin offers a warm and entertaining welcome to my guests, detailing more about how our working relationship has blossomed into such a supportive, inspiring, and close friendship. He then shares more insights into my passion for DEI, my professional journey, and lists some of my achievements to date, as a Chartered occupational psychologist, certified coach, podcast host, and now a celebrated author. This year has flown by so fast, it was truly humbling to gain recognition for some of my awards, such as being listed as HR Most Influential Thinker, 2023, and HR Champion of the Year at the European Diversity Awards. I elaborate on some of the key concepts of my book and what originally sparked my motivation to finally put pen to paper. I reflect on some of the core challenges I encountered facilitating conversations with leaders globally and creating inclusive leadership, such as leaders actively pushing back. These emotional barriers stem from differing belief systems on inclusion. I realise that more needs to be done to address these barriers, encourage leaders to adopt an inclusive mindset, and set out on a journey of understanding, to be able to initiate organisational change. Key Points: -Emotional Approach: As a psychologist, I advocate adopting a reflective approach to help leaders understand emotional barriers. I also encourage introspection, and exploring their own beliefs to understand who they are and gain more self-awareness. This can help enhance their receptiveness to learning about leadership, inclusion, and other people and active allyship. -Personal story: I share more about my backstory, which shaped my journey with DEI. As a first-generation UK-born Mauritian, I encountered prejudices and faced struggles with identity, belonging, and feeling like an outsider. These experiences fueled my commitment to ensuring everyone feels like they belong. -Leading with the Heart: I challenge the traditional norms surrounding a strong, archetypal leader. Instead, I urge leaders to shift away from traditional leadership models and lead with the heart versus the head. This means valuing individuals for their uniqueness, strengths, and weaknesses and embracing their differences. -White Privilege and Invisible Traumas: As I share an extract from my book, about the challenges of cross-cultural partnerships, I reflect on the concept of white privilege, its cultural associations, and how the world treats people differently due to their diversity. -Willingness to Act: I stress the importance of self-awareness and willingness to act as allies. This can help leaders integrate diversity and inclusion initiatives. Links: Purchase your copy of my book: Beyond Discomfort: Why inclusive leadership is so hard (and what you can do about it)

In the second special celebrity episode of Why Care? I am joined by the multi-talented, Double Olympic Champion, Dame Kelly Holmes. We dive deeper into her  journey of self-discovery, personal experiences, and traumas, which she explores in her powerful memoir Unique. Kelly shares her emotional backstory in which she concealed her true identity and sexuality from the public and lived in fear for most of her life. We discuss the discriminatory military laws and systemic mistreatment of LGBTQ+ individuals in the British army, as well as the mental health impact. As a world-class athlete, Kelly opens up about the pressure to hide her sexuality, and how she overcame her fears and revealed her authentic self publicly. Kelly then shares her experiences attending a Pride event, becoming part of a supportive community, and about her LGBTQ+ advocacy work. At 18, Kelly pursued her dream to be an HGV driver and Physical Training Instructor in the British Army. In 1998, she was awarded a MBE for her services to the British Army and in 2018 became the first individual to be appointed Honorary Colonel to a regular unit. Meanwhile, Kelly also pursued her Olympic dream and was catapulted to fame in 2004 at the Athens Olympic Games for being the first woman ever in Great Britain to win two gold medals at the same games. She continued to raise the bar as an Olympic, Commonwealth, and European champion, achieving seven Gold, eight Silver, and four Bronze medals. She also won BBC Sports Personality of the Year and European Athlete of the Year. During the episode, Kelly shares her experiences of concealing her true identity and the fear she faced in revealing her sexuality to the public. She highlights the importance of education, understanding, acceptance, and authenticity regarding LGBTQ+ issues and the need to normalise attitudes toward the LGBTQ+ community. As Kelly recounts her extraordinary life story, she uncovers her experiences in the military, the traumatic military raids, and discriminatory laws targeting LGBTQ+ individuals. She then exposes the wider systemic discrimination in the military and the psychological traumas and mental health issues it caused, which she explored in her ITV documentary, Kelly Holmes: Being Me. As she developed her public persona as an international Olympic champion and world-class athlete, Kelly opens up about her fear of not being accepted for her sexuality and her anxiety about how this could impact her achievements. As she juggled her dual identity, she used defensive methods and was careful about how she projected herself to avoid judgment. Kelly then went on a journey of self-discovery, and at the age of 50, she finally accepted herself and came out about her sexuality. She embraced her true identity publicly the 2022 London Pride event, which was a powerful moment for her. Kelly acknowledges the pressures, challenges, and complexities of the coming out process, and uses her platform as an opportunity to combat stereotypes and to be an advocate for change. As a motivational speaker, Kelly shares how she connects with and inspires people through her personal experiences, but realises that her sexuality is just one aspect of her life. Now she has found happiness and inner peace, she focuses on her work and achievements and recognises the freedom of living authentically in a world where she can be proud to be herself, without the need for validation. Links: Dame Kelly Holmes can be found on: LinkedIn Instagram Facebook For more information about Dame Kelly Holmes, visit:  http://kellyholmes.co.uk/  Dame Kelly Holmes' charity: https://www.damekellyholmestrust.org/ Purchase your copy of my book: Beyond Discomfort: Why inclusive leadership is so hard (and what you can do about it)

In this special celebrity episode of Why Care? I am joined by the truly inspiring, Dr. Ranj, to delve deeper into what drives him, his passion for Diversity, Equity, and Inclusion (DEI), and his perspective on how to break society's confines of masculinity. Dr. Ranj shares many personal life experiences as we discuss his cultural upbringing, mindset, sexuality, identity, and journey to being authentically 100% who he is. We also explore his adventurous career, his advocacy for the LGBTQ+ community, promotion of diverse and inclusive education, and one of his many books aimed at boys: How to Be a Boy and Do It Your Own Way. Dr Ranj's dedication to DEI is reflected throughout his personal journey, influential career, and advocacy work. There are so many things he has tried his hand at and proven he can successfully do! He is an NHS doctor, BAFTA award-winning TV presenter, best-selling author, advocate for inclusion, keynote speaker, radio host, and columnist. Dr. Ranj initially qualified as a doctor in 2007, before kick-starting his media career in 2012 as a CBeebies presenter. Since then, he elevated his public profile by gracing numerous TV shows and documentaries, including Strictly Come Dancing in 2018, and previously, ITV's This Morning. Dr Ranj is the host of his own medical advice show called 'Dr Ranj: ON Call' and has written numerous children's educational books. He is also an advocate for LGBTQ+ rights, and inclusive education and offers expert advice on a range of physical and mental health issues. During the episode, Dr. Ranj reveals more about his cultural background and influences, mindset, motivations, and his proactive approach to life. He emphasises the importance of seizing the moment, taking risks, and embracing challenges, which have all helped define his personal journey. He shares some compelling experiences which illustrate his resilience, and commitment to personal growth, such as learning to swim in just one week for BBC Children in Need. He hopes achievements like this can inspire others to take some initiative, overcome internal challenges, and engage in personal growth.  Dr. Ranj elaborates more about his Indian heritage, which had a decisive influence on his work ethic and determination to succeed. He shares how he experienced a lack of emotional support growing up, and how he uses his experiences to promote inclusive education, diversity, and emotional connection. Dr. Ranj discusses other influences in his life, such as his teachers and school experience that had a transformative effect. He also shares some candid personal experiences, such as his journey of self-discovery, and navigating his sexual identity, that allowed him to journey towards becoming his authentic self. He moves on to discuss how there has been a gradual shift towards fostering diversity and inclusion, both in society and the media, and opens up about his time on Strictly Come Dancing. Dr. Ranj then shares more about his motivations for writing his books aimed at young boys, and how he strives to challenge the confines of masculinity in society.  Links: Dr Ranj can be found on: Instagram Facebook Twitter For more information about Dr. Ranj, visit: https://www.hachette.co.uk/contributor/ranj-singh/  http://www.talent4media.com/talent/dr-ranj-singh/ Purchase your copy of my book: Beyond Discomfort: Why inclusive leadership is so hard (and what you can do about it)

In Episode 40 of Why Care? I am joined by the brilliant and highly entertaining David McQueen to delve deeper into his brand-new book, The Brave Leader. David shares some life experiences, powerful insights and we touch on subjects such as the importance of followership, his BRAVE framework for good leadership, and how to take a systems approach to inclusive leadership.  David's dedication to DEI is apparent through his years of experience as an executive coach, international keynote speaker, and facilitator. David co-founded professional development company Q Squared Ltd. He also hosts The BRAVE Leader podcast and dubs himself the ‘compassionate provocateur' as he offers ‘unapologetic insights'. In addition, he is also a blogger on all things leadership and cultural change.  During our discussion, David reveals how he has always had a penchant for writing and the pandemic provided the perfect opportunity for him to finally let his creative juices flow. He was initially motivated to write a book that inspired people to think about their decision-making processes. David shares many relatable personal experiences that shaped his career journey. He has an eclectic professional background - initially studying law, and then accounting, before later realising his passion for public speaking. Throughout the podcast, David offers BRAVE reflections, and we touch on a range of subjects. He highlights the importance of followership, challenging the traditional narrative that followers are passive. He then shines a light on his five pillars of good leadership, or the BRAVE framework: Bold, Resilience, Agility, Visionary, and Ethical. David goes on to caution us about the signs of poor leadership, and encourages leaders to go beyond their titles and be more functional. David continues to explore how to embed DEI practices in the workplace, and focuses on the importance of aligning collective values and approaching sensitive topics rationally rather than out of fear. He then suggests how organisations should expand their board and consider the diverse majority to help to nurture an inclusive mindset, future-proof technology and integrate DEI policies. David offers some helpful decision-making models, and acknowledges his constant journey of navigating discomfort with humility. David delves into the following key concepts in his book: The Power of Followership - When discussing the leader-follower power-dynamic, leaders are often portrayed as heroic and their ‘followership' are passive. David challenges this narrative, since followers play an equally powerful role as they have to also ‘buy into their vision,' and help bring that vision to life. BRAVE - The five main pillars of good leadership, including being Bold, Resilient, Agile, Visionary, and Ethical. He shares some pertinent examples, to illustrate the significance of each one. Function over Title - David warns against some of the pitfalls of poor leadership, such as inflated egos, and encourages how a good leader should be brave enough to go beyond their title and be functional. The Alignment of Collective Values - David offers powerful strategies to help embed inclusion into the workplace and ensure the collective values of the organisation are aligned. Rationality Over Fear - David outlines how organisations should be brave enough to embrace their discomfort, and confront their fears. He offers strategies to help create a system for rational dialogue and authentic conversations. There should be a ‘conversation system' for internal discussions with staff and stakeholders. An Inclusive Mindset - David advises how instead of approaching DEI as a ‘tick-box' exercise, organisations should establish an inclusive mindset, especially over sensitive topics like ethnicity or race. He challenges leaders to look beyond their small avatar on DEI, broaden their board, and think about how each decision shapes the ‘organisation's cultural DNA.'

“I encourage people in my books to please lean into your privileges, they give you a chance to show up as an ally, take advantage of all of them and I do but I simultaneously also understand the implications of what not having that access looks like. And even though I can't fix all of that, I also have a bit of responsibility to be a part of the solution.” In Episode 39 of Why Care?, I am joined by Amber Cabral to delve into her second book, Say More About That. We cover topics including how to use the best language to stand up for change, and how organisations can nurture a positive feedback culture and ensure accountability. We also discuss poignant issues, such as pushing back, calling out, taking ownership of family trauma, and standing up for our boundaries. Amber's passion for DEI is evident through her experience as a global inclusion leader, executive coach, best-selling author, and TEDx and keynote speaker. She has managed her own boutique company, Cabal Co for almost two decades, coaching large global brands to achieve sustainable and inclusive behavioral shifts. Her first book, Allies and Advocates, was released in 2020. Amber initially stumbled into the world of diversity during her time as a Diversity Council Leader at the Blue Cross Blue Shield of Michigan, later becoming the Senior Diversity Strategist for Walmart. Amber hosts a podcast ‘Guilty Privilege' and is committed to organisations empowering the next generation of diverse decision-makers, including Brown Girls Do.  During our discussion, Amber explains that she was initially inspired to put pen to paper after her colleague, Amanda Miller Littlejohn, pinpointed how she “always had the right words to say.” She therefore framed her book as a toolkit to help empower people to navigate their path to inclusion and equity. She hoped to guide people to choose the best language to speak up, especially those who experience microaggressions or exclusion. Amber shares her own relatable experiences, and how she was determined to bring about change from a young age. However, she later realized that when it comes to nurturing inclusive spaces and challenging inequities, we have to have a broader mindset and look beyond ourselves. Amber encourages us to be mindful of every side, consider what each person needs to feel equally included, and if each battle to bring about disruption or change will have the right impact on the wider community. Amber highlights the importance of providing feedback and speaking out when we are offended, so we can grow on the path to inclusion. She then offers tools for organisations and leaders to foster an environment of feedback, and explains the power of accountability. Amber then discusses how to respond to negative feedback and to approach pushing back on people in a non-confrontational, but influential way. Next, we move on to the emotive topic of family trauma, and how this influences and shapes our ability to speak up about inclusion. She reveals how we should own and embrace our narratives, cultural stereotypes, and differences. This can help us navigate how we respond, create meaningful dialogue, and cause behavioural shifts. Amber then elaborates more about creating boundaries, and the value of recognizing our needs, delegating, and not becoming too accountable. Amber focuses on the following key concepts of her book: Feedback - we need to create mechanisms for organisations and leaders to help nurture a culture of feedback. Taking ownership – it is not our responsibility to change our narrative, but it is our responsibility to be conscious of our family traumas or cultural stereotypes. Standing up for boundaries - if we navigate standing up for boundaries, providing feedback, and creating accountability, we can all journey to an inclusive and equitable world. Links: Amber can be found on: - LinkedIn.  - Instagram - Youtube For more information about Amber, visit her website: https://www.ambercabral.com/

“The reframing that I do around that is that meritocracy is a myth, the fact that everyone wants to get a job on their merit. Sadly, we know that lots of people get jobs because of who they know not necessarily what they know. They get opportunities and extra opportunities because of who they are...” In Episode 38 of Why Care?, I am joined by Jenny Garrett, Founder of Jenny Garrett Global to discuss her book, Equality Vs Equity. We discuss colourism, racial discrimination and power, and how we can assimilate our differences and create a society where we are all benefitting. Jenny's interest in DEI is evident through her experiences as a career coach, leadership developer, TEDx Speaker and author. She has nearly two decades of experience in running a global business, she founded the first Diverse Executive Coach Directory in the UK and is a Co-Founder of the social enterprise, Rocking Ur Teens. She is passionate about helping people to make the transformation that they are seeking to happen and in doing so, she received an OBE award in 2021 for her services to Entrepreneurship and Women in Business.  Jenny talks about her internal conflict before writing Equity vs Equality.  She didn't want to be put in a box, but what motivated her was her desire to empower people and help the world have conversations and take action on race and ethnicity. She speaks about the clear distinction between equity and equality. As she explains, equity is more about changing the systems, for instance, there is an unwritten rule that oftentimes makes it difficult for those with certain accents to progress at work. So, with this, it is more about ensuring that the senior leaders are aware of systemic inequities and are actively creating change. She explains that, at times, people struggle with racial inequity because they have no direct contact with those from an ethnic background, so it becomes difficult for them to understand their lived experiences. It becomes easy to ‘other' them as a result. As she identifies, there is a huge stigma around being called ‘racist' and that breeds fear and reluctance around the topic. Some people have grown up being told not to mention anything about ethnicity, so it is challenging for them to have to unlearn that.  Later on, she speaks about colourism - how the closer people are to whiteness, the more advantages they have. She identifies that as someone with ‘medium brown skin and green eyes', she has benefitted from this, as it has made her more appealing and accessible to others. Despite this, she recounts her experience of racial discrimination at an evening gala, and, what felt most painful was the lack of allyship... Jenny then explains the key concepts in her book: -       Shape-shifting – With the speed of change in the world, bias and discrimination can be heightened because of the way AI is being built and developed. So, it is about this shift from ‘people are not recognising me' to ‘AI is not recognising me'. It is about being aware of how micro-aggressions can present differently in the future of work... -       Interest Conversion – Jenny identifies that people need a reason to care about racial inequity. She cites the business case for diversity as an example - businesses invest in DEI because of the financial returns they will get. For those with an ethnic background, it could be because they want more opportunities and, for her, it is about creating a society where incidents like George Floyd's killing don't happen. -       Mindset shift – Jenny explains that people need to understand the power they have in different situations and to use that power with humility and not see it as a burden. She references that, as a straight woman, she has a privilege because she isn't being discriminated against because of her sexual orientation. So, she can support the people from the LGBTQ+ community and be there for them.   Links: Jenny can be found on: -       LinkedIn -       Instagram -       Facebook

(Leadership theories are being developed by white men and researched on those from white backgrounds). “I think the biggest risk is how subtly permeated this exists within our definitions of leadership, of the leadership that we value and trust…" In Episode 37 of Why Care?, I speak to Jenny Vazquez-Newsum, Founder and CEO of Untapped Leadership. We discuss her book, Untapped Leadership, and we explore the concepts of contextual agility, stealth-clean up and the zone of untapped leadership. We also touch on topics such as the race penalty, imposter syndrome, and how we can redefine and redesign leadership so it is representative and inclusive of all. Jenny's passion for DEI is evident in her roles as a leadership facilitator, educator, consultant, and author. Her work in DEI has spanned over two decades, and she has worked with over 500 leaders from more than 200 organisations. Her goal is to address the limitations of current leadership rhetoric... Jenny speaks on her motivations in writing Untapped Leadership, which came from her reflections that white men typically created the management courses she attended and books she read. She clarifies that although her book was written from a racialised lens, there is an aspect of everyone that may be marginalised and so her book applies to underrepresentation more broadly... Jenny breaks down the key concepts in her book: - Roots of Leadership – Jenny gives an example of the ‘Great Man Theory', where leadership was defined by the characteristics and behaviour of great men. However, by looking at the Fortune 500 senior leaders, it is evident that this theory is still in action. As she explains, if different leadership perspectives were being valued, we shouldn't be seeing only this type of leader... - Stepping stones to leadership (Redesigning Leadership) – Most organisational structures are triangular, not very representative, and result in a lot of people being left behind... What she advises is contextual agility; a leadership that is grounded in context and being agile in that context. - Systemic vs Individual (Stealth-clean up) – Jenny explains a frequent phenomenon whereby leaders from marginalised ethnic groups are given an almost impossible task to ‘clean up' an organisation's mess. However, they have limited support, people are less forgiving, and their missteps are more consequential. When organisations go through ‘epic failures', they place the onus on the individual at the very top, when it is in fact systemic. To create a more sustainable system, she advises that organisations think about the structural elements, the systems in place, and how to fix this so that the person leading has all the support they need to succeed.  - The race penalty – Jenny identifies through her connections with leaders of colour, that there is a ‘mental calculus' of how to engage, i.e., they take extra thought and consideration on their actions, knowing that they might not be able to speak or show emotion the same way as somebody else in their organisation. This reality in itself, is something that they are often made aware of in their daily interactions. - Reframing Imposter Syndrome – Jenny references her own experiences of how she would not engage in class because she felt that she didn't belong. She explains that this narrative of imposter syndrome is deceiving because it is a deficit in the system, not the individual. Imposter syndrome needs to be reframed - what is needed here is a system that is supportive, robust, diverse, and representative to all... - Zone of Untapped Leadership – Jenny describes the ‘zone of untapped leadership' as the intersection between the way you leverage your power and privilege and the way you leverage your marginalised perspectives...   Links: Jenny can be found on: -       LinkedIn -       Instagram -       Book For more from Untapped Leaders, you can visit their website at: https://www.untappedleaders.com/

“The other problem that we have is that people disregard the nuances of, in this case, women. And one of my Forbes pieces that I wrote, which is called Women are not a Monolith, and we must stop treating them as such..." In Episode 36, Sheree Atcheson, Global DEI Senior Executive at Valtech, joins me to speak about her book, Demanding More. We explore the concept of white saviourism and white feminism, and how we can all benefit from DEI. Sheree's DEI career has spanned for over a decade, as a consultant, keynote speaker, published author, advisory board member and a Forbes contributor. In 2013, she launched and led the award-winning UK expansion of Women Who Code, the world's largest non-profit globally dedicated to women in tech. Her goal is to raise awareness of the incredible prospects available in the industry... Sheree speaks about her intentions behind Demanding More, which was to create a book that is easily accessible and digestible by all, and that is helpful in pushing people to stand up and ask for more in a purposeful and sustainable way. She describes her experience of being born in Sri Lanka and adopted by a white family; her feelings of being the ‘only', the intense racism she faced, and how she had to fight for equal treatment in her schools. She breaks down white saviourism - the act of helping others just to elevate yourself and your reputation, and the role that it played in her adoption. As she explains, making a difference starts by shifting the focus from ‘you' to ‘them', instead of what will I gain from this, it should be on how others can benefit from this. Lastly, she discusses six core DEI themes: - Privilege – She explains that the problem here is insecurity, which pushes some to deny others the same access to opportunities that they have. Those in the majority might feel conflicted about embracing diversity, as they find themselves asking whether their success is dependent on their merits or their positions, or, whether their failure is dependent on their lack of talent or on someone's else opportunities. - Intersectionality – The key thing here is awareness, and this can be done through observing data and listening to stories. Lack of inclusion can lead to people being attacked, and in some instances, murdered, and companies should take this as seriously as any other safety issue, and should discuss and share this openly with their employees. - White Feminism – The highest or most privileged groups of women are often prioritised in DEI strategies because those in leadership positions can relate and identify with them. So, DEI strategies end up being exclusionary rather than inclusive, as they neglect the intersectional identities women have. - Strategy and Processes – Sheree explains that preparation is key, it is about doing things proactively not reactively. When looking at representation, use Agile (rather than Waterfall) methodology, listen, learn, and conduct research. Skill is also very important and not just passion, passion can lead people to develop strategies that answer their problems or they can relate to, when in fact, what is needed is something that everyone can relate to. - Inclusive Technology – The issue with using AI to de-bias different processes is that humans are the ones creating the software, so there is room for error. The fast-paced nature of the tech industry makes it difficult to rigorously test it out and to see the impact it has on everyone in society. - Growth Opportunities – Sharing growth opportunities and creating sponsor frameworks is very important. What works best in organisations is when everyone can focus on what they are best at, not a position they've gotten due to their service, loyalty, networking, or background, but based on their skills. Leaders should give people space to learn from their mistakes and support them through this.   Links: Sheree can be found on: - LinkedIn - X (Twitter) - Website

"So quite often I find all that DEI activities and initiatives is operating without a plan. People don't know what they're aiming for, right? They may have read something on LinkedIn, or they experience something in their previous organisation, or they've read an article somewhere and they go, we should do this. And it kind of ends up being this big shopping list of activity that people are trying to navigate through and find..." In Episode 35, I speak to Catherine Garrod, Founder of Compelling Culture, to discuss the underlying concepts in her book, Conscious Inclusion, the difference between positive action and positive discrimination, why organisations struggle to take a stand against exclusionary behaviour, and the data-led, systematic approach she takes to develop a DEI strategy. Catherine's passion for DEI is evident in her career journey, which has spanned for over 15 years in writing, consulting, organisational development, employee engagement and culture change. Her goal is to create a culture where people feel included, where their voice is heard, where they feel empowered and where action is taken to drive sustainable change. She was previously the Head of Inclusion at Sky, where she led them to become the Most Inclusive Employer in the UK, with 80% of teams increasing diversity. Catherine speaks on why she titled her book as ‘Conscious Inclusion'. This refers to the shift from the unconscious, which controls 90 per cent of our decisions on a daily basis, to the 10 per cent conscious. She wrote her book through a motivation to help organisations turn knowledge and enthusiasm for DEI into practical steps that anyone can apply and adopt, regardless of their position, department, or background. She recounts her experience of toxic masculinity, in the interaction she had with a delivery driver. And this highlights how organisations can be dismissive instead of being inclusive, and further reiterates the importance in building a culture where people feel safe, validated, and accepted. As she explains, it is important that the difference between positive action and positive discrimination is understood. Positive discrimination is about hiring minority individuals because of their identities rather than their skills, whereas positive action is about recognising the underrepresentation, ensuring there is no bias in the process, and then creating a work environment that attracts them. Based on this, it is clear that over-representation is the problem and not the lack of diversity in organisations. As such, she addresses how organisations can be conscious about inclusion: 1. Leadership development programs - Equip leaders with the right DEI skills. Ensure that leadership investment is aligned with the organisation's purpose and values and is generating the right behaviours in leaders. 2. Culture – Create an environment that is a safe place for people to learn how to be inclusive leaders; where they can share their fears, ask questions, and be vulnerable and courageous. 3. Message and actions – Organisations should ensure that their messages are in line with their actions, both are equally important in assuring and reassuring their employees that they are committed to DEI. 4. Collaboration – Organisations should ensure that they are building with their employees and not for them. It shouldn't be about command and control but about listening and protecting their employees' rights. 5. Plan and use data - There needs to be a framework in place to deliver DEI, organisations should focus on one thing and do this brilliantly. Data acts as a guide to direct organisations on what actions they should take and when.   Links: Catherine can be found on: -     LinkedIn -     X (Twitter) -     Newsletter (Crown Jewels and Whoopsie Daisy) -     Book For more from Compelling Culture, you can visit their website at: https://www.compellingculture.co.uk/

“And so, what we try to lift up in this book is ways for people to shift their mindsets from having that fixed mindset of thinking this is the way it is, it's the way it's always going to be, people won't grow, people won't change, it's how it's been for centuries, so maybe there's a way for us to ask these tough questions. For them to believe with optimism and competence and historical fact that people can learn and grow with the right tools. And then with that mindset, go further and say, if we have better managed diverse workforces and teams, we will have more optimal outcomes and make the business case, because it's hard to argue that." In Episode 34, I am joined by two guests: Chris Altizer, a leader, and partner of Altizer Performance Partners, and, Gloria Johnson-Cusack, founder and owner of Gloria Johnson-Cusack Consulting. We discuss their book, Growing the Elephant, and how they shift the linguistic focus from ‘privilege' to ‘earned and unearned advantage'. They offer a really helpful way to break down dimensions of power and provide tips on how we can create an advantage for all. Chris and Gloria's career journey has spanned over three decades. Chris has experience in global human resources as a Senior Vice President of Human Resources and the head of Leadership roles at Pfizer and Aetna. He is an executive and team coach, a facilitator, a speaker, a registered Yoga Teacher, a thrice-published author, and a qualified Mindfulness-Based Stress Reduction teacher. Gloria has been an executive in global philanthropy, national non-profits, higher education, U.S. Congress, and the White House. Gloria is a speaker, author, lecturer, and consultant providing strategic counsel to leadership teams and boards globally regarding governance, change leadership, DEI, and strategic planning. She serves as Board Chair of the Firelight Foundation supporting communities in Africa and is a Board member of Patients for Affordable Drugs NOW. Chris and Gloria share their intentions behind writing Growing the Elephant. They wanted to strengthen the competencies and mindsets of the people who are advocating for change and the people in power, who can help effectuate change at scale. Gloria's perspective came from her passion for creating systems change and policy change, whereas Chris's perspective was focused on the role of the individual. The main idea of the elephant in the room is opening up a conversation about the things we don't want to talk about, especially if you have unearned advantages. Chris speaks on the divide in opinions between those who think the push for DEI is not as assertive as it should be and those who think that it is too much. As he explains, systems change when people change, and people change one at a time. He speaks on the importance of shifting mindsets and how vital this is on the journey to being an ally and advocate. Through his personal reflections, he was able to recognise that his own lack of awareness could diminish and disparage other people. Gloria concludes this point, by stating, that we need people to shift from a fixed mindset (things won't change) to a growth advantage mindset (asking tough questions and believing that people can learn with the right tools). As they both explain, it is ironic that there is a belief that those with unearned advantages shouldn't be resourced because they have been provided with resources all their lives. What we need to do is to empower everyone for change to occur. Chris shares that the idea of being comfortable with the truth, such as the advantages we are penalised or rewarded for, is not the same as accepting it, and acceptance is in fact what we need for growth to occur. It is an unchanging fact that some of us have advantages more than others. People need to embrace both the discomfort and comfort that comes with having an unearned advantage. Gloria breaks down the three dimensions of power in the form of an upside-down pyramid - at the bottom layer is ...

In Episode 33, I am joined by Amri Johnson, CEO and Founder of Inclusion Wins, to discuss the dangers of being led only by emotion and not reason, the dangers of being led by passion and not skill, and what DEI practitioners and organisations need to do to sustain DEI efforts. Amri's DEI journey has spanned over two decades and is based on his experiences as a social capitalist, epidemiologist, entrepreneur, consultant, inclusion strategist, podcaster, and author of Reconstructing Inclusion. It was his experience in management that steered him towards inclusive leadership, organisational development, and organisational effectiveness. This experience made him realise that learning and leading go hand-in-hand and that a true leader, listens, learns, and cares for their people. As such, Amri has set out to create cultures from the hearts of individuals. His goal is to engage all people as leaders, foster the opening of their minds and deepen their skill sets, enabling them to thrive and consistently contribute their best to the organisation. Amri shares his motives for writing ‘Reconstructing Inclusion'; how this was centred on the health disparities he witnessed in his work and on his mission to create, design and develop inclusion systems that will help bridge this gap, and in doing so, build organisations that are fit for change and creating the future. To achieve this, he warns us against being emotion-driven, but rather more reason-driven. He uses the narrative after the case of George Floyd to best explain this. There was a lot of reaction and no action taken, it was more about what people were feeling in the moment and not about what they wanted to create in the future. The danger that lies here is that there were demands made on the people whom were felt to be responsible. He relates this back to the DEI work, and how there is a lot about systems orientation but not a lot about what changing the systems requires.   As he explains in his book, rightness will never transform anything. Being right might give us a certain level of moral superiority but it is not getting us anywhere, because if we want to create and transform our societies, superiority is not what we need, unity is what we need instead. If there aren't people with diverse backgrounds in an organisation to challenge decision-makers, it can be destructive for the company in the long run. Amri shares that we need to address these tensions affirmatively and with intention, to create something that is more sustainable. As Amri mentions, organisations tend to get things wrong when they focus solely on making DEI efforts and not on sustaining these efforts. He offers advice on what organisations and DEI practitioners need to do to sustain these efforts: 1) Organisations: have to ensure that DEI is aligned with their organisational purpose, mission, and strategy. 2) Organisations: need to consistently and normatively create the conditions for people to thrive in. 3) Practitioners: need to understand that they can choose to use certain, new DEI terms, but this must not be imposed on others, as this will in fact get in the way of the transformational potential this work holds. 4) Both: have to be constantly learning. If we are focused on othering somebody, we are not willing to be influenced by them, and as such, we can't all thrive because it is that openness that creates possibility. 5) Both: need to get better at getting into people's inner worlds. Empathy alone is incomplete and won't get us there, but perspective-taking is the gateway to us understanding each other. It is about not jumping to conclusions but about being curious because we are multi-layered, and the more curious we are, the more we understand those layers, and as this relatedness grows, so does the possibility for empathy. Links: For more from Inclusion Wins, you can visit their website at: https://inclusionwins.com/

“I think this is a question for the world of work overall, which is challenge versus consensus. I think it is something you have to acknowledge as a leader which is that you might have three points of view in the room. If you go for consensus, you might be getting half good of all three of them. How do you get the very best? because if you've got those three opinions, everybody's worked quite hard to build their case, what you need is for everyone to understand that the competition is outside the company, not within the company and that you want to get the best answer.”   In Episode 32, I am joined by Sue Unerman, Chief Transformation Officer and Global head of Relevance at EssenceMediacomX (EMX), to discuss the consequences of diversity fatigue, the significance of cultivating belonging, and the value of cognitive and demographic diversity. Sue's interest in DEI is evident in her career journey, which has spanned over three decades in digital, media, marketing, strategy, belonging and inclusion, client service, and diversifying revenue streams. She is an expert in solving business challenges, driving growth, value, and continuous improvement through times of change and digital transformation. She is a long-standing ExCo board member, a fellow of the IPA, and has a regular blog for Campaign magazine. Her sincere dedication to DEI has led to successes as the winner of the Cannes Lions 2022 competition, listed in HERoes as Champions of Women in Business 2022 and Female Lead's 20 in data and tech, and the co-author of 3 best-selling books: Belonging, The Glass Wall and Tell the Truth. She has used her platform to challenge stereotypes as an advocate for gender diversity at work, create real change in DEI, and to promote authenticity in marketing. In our conversation, Sue shares her motivations behind writing ‘Belonging', particularly, her desire to offer a point of view that emphasised with everyone, and pragmatic ways to overcome the barriers to an equitable and fair workplace. Her mission was to write a book that would help everybody become a champion of belonging. She explores diversity fatigue and its impact on those in the minority and those in the majority: 1)     It affects the people who it is meant to help, who are tired of being invited as a poster person and are frustrated by the lack of real change in DEI.  2)    It affects the majority who are in power, who are tired of constantly being accused and are afraid of making a mistake. She speaks on the importance of cultivating belonging at work, and that this must be communicated through the vision, behaviour, and culture set by the leaders. As she explains, diversity in thinking and support from leaders is needed for everyone to embrace this. She explores the significance of organisations embracing adult-to-adult interactions, where we can all lead from our seats and make a difference, it is not about being bystanders but action-takers. The key here is that leaders need to make sure everybody is recognised, heard, and their opinion is valued, it is not necessarily that everybody gets to win, but that we are all trying to win as an organisation. Sue explains that there is real power in diversity, and this can be activated by adopting a growth mindset. It is not about a zero-sum game but an additional game - it is about adding value, not just numbers, to your organisation. Lastly, she speaks on the conflict between challenge and consensus that leaders face when making a decision, and that to bypass this, it is important to establish that competition is outside the company and collaboration is within the company. Links: Sue can be found on: -       LinkedIn -       Twitter -       Website   For more from Essence Media, you can visit their website at: https://www.essencemediacom.com/ Additional links to her books are on her website above.

“I want to challenge the comfortable in all of us and in myself. I want to invite us to walk that path together because the comfortable amongst us is needed in the change equation so desperately for change to be sustainable, to be at scale, to be accelerated, to address the real pain and inequities in our society.” In Episode 31, I am joined by Jennifer Brown, Founder and CEO of Jennifer Brown Consulting (JBC), to discuss the challenges of being an inclusive leader, how to overcome these challenges, and what inclusive leadership means. Jennifer's DEI journey has spanned for over 15 years in public speaking, entrepreneurship, consulting, thought leadership, and writing. She is an acclaimed keynoter and podcaster, with her podcast The Will to Change, which has 15,000 listeners per month. She has received several recognitions, having been named Woman of the Year, Social Entrepreneur of the Year, one of the Top 40 Outstanding Women and so much more. Her sincere commitment and determination to DEI have led to her numerous successes as a best-selling author of two books, a shortlist winner of the O.W.L. Award, and a winner of the 2019 Nautilus Book Awards' Business & Leadership category. These achievements drawback to her mission of creating inclusive organisations where all of us can thrive, and, encouraging leadership and allyship at all levels with concrete behaviours and actions. Jennifer offers insight into her DEI journey, and her shift from focusing on DEI representation to ensuring that diverse individuals are respected, understood, hired, and retained in their respective organisations. She shares her personal story, and delves into the importance of this, as an authority figure and as an LGBTQ woman advocating for her community. As she explains, there is an ease in hiding, and seeking what is comfortable but what we actually need is to challenge what is comfortable. Setting that tone and creating psychological safety will normalise open conversations about things that frighten us and are not so often spoken about. These include questions about privileges and invisibility, and the significance of utilising that as a way of fuelling our allyship with others. Lastly, she speaks about the inclusive leadership continuum, which features in her book – How to be an Inclusive Leader. She describes that leaders tend to get stuck at each transition stage: 1) Phase 1 and 2, that is between ‘I don't know what I don't know' and ‘now I know what I don't know'. This is complex as they have to overcome resistance, apathy, cynicism, and skepticism.. 2) Phase 2 and 3, from the ‘I know what I don't know' to ‘deepening my knowledge'. They will have to experiment and fail a lot to learn, which is quite overwhelming, and shame and guilt-inducing for leaders. 3) Phase 3 and 4, here the issue is being stuck in the perfectionism trap between aware and active ‘not knowing' and ‘not having mastering of how things will turn out'. Leaders will find that they are more vulnerable, they will hold themselves accountable and train themselves to notice bias around them and speak up. In Phase 4, leaders are advocates and that can be difficult to achieve. As such, leaders require support, patience, flexibility, resilience, forgiveness, and graciousness. It's not about having a short-term focus on calling people out and canceling them when they make mistakes, but about having a long-term view of nurturing the journey of others. This holds more power than pushing people out from contributing to the DEI conversation because of their privileges. Links: Jennifer can be found on: -       Instagram -       LinkedIn -       Linktree For more from Jennifer Brown Consulting, you can visit their website at: https://jenniferbrownconsulting.com/

‘With multicultural women, we see that most of the time they are like, I will be just like everyone else, I will be talented and work hard and my work will speak for myself. It's not easy for these women to deal with these issues. Being intentional about getting the assistance you need, setting your goals and moving up .. How do you use your difference as an asset and leverage it as an advantage for your company?' In Episode 30, I am joined by Bonnie St. John, CEO of Blue Circle Leadership Institute, to discuss the specific barriers and challenges that multicultural women face in climbing up the corporate ladder, building trust across multicultural differences, and engaging leaders to support them. Bonnie's interest in DEI has been shaped by her life experiences as a Paralympic athlete, a Rhodes Scholar, a best-selling author, a White House Official and an entrepreneurial businesswoman. For over twenty years, Bonnie has led seminars, workshops and executive coaching, and has circled the globe as a keynote speaker and Fortune 500 leadership consultant. Her desire to lead with the sincere intention to make a difference is evident through her journey to find her strengths and overcome prejudices. She was the first African-American ever to win medals in Winter Olympic competition, taking home a silver and two bronze medals in downhill skiing. Through her work as the CEO of Blue Circle, she has worked to deeply understand the barriers faced by multicultural women, designing a powerful development program that gets to the heart of a much-needed conversation. We explore five core components of the Blue Circle Leadership program that support women to overcome these barriers: - Trust and informal networking: navigating across differences to create a sense of trust and comfort that doesn't come as naturally between a senior white male and junior multicultural woman. - Telling and selling your value: cultural differences for multicultural women mean that they don't feel comfortable ‘bragging'. - Sponsorship: addressing the informal network issue, and ensuring multicultural women can equip others to speak out for them, making it easier for others to help them out. - Strategic networking: moving multicultural women to the next level by equipping them with mentors, sponsors, who can make an introduction and open the door for them. - Authentic Leadership: how multicultural women can understand what is unique about them and leverage it for their organisation. We discuss her book and the importance of using science to help teams be more resilient. The focus here is on the little things that we do that makes us more resilient immediately. As Bonnie shares, discomfort doesn't only occur for white leaders who want to sponsor multicultural women, it happens both ways, even those who are from similar cultures feel uncomfortable due to expectations to stand in line and to adhere to cultural norms, almost more than the white male. As such, leaders need to move beyond discomfort and be intentional about providing support for multicultural women and working towards building an inclusive environment. Lastly, Bonnie speaks on the internal struggles she faced when she made the decision to specialise in helping multicultural women become leaders. This was primarily based on her desire as a businesswoman to succeed on a broader stage, and not on a small market that focuses on multicultural women. Despite this, her sincere determination to help those like her is evident through her work, helping forge the path for multicultural women who are stuck at the entry rungs in their career due to their ethnicity and gender. To hear Why Care? episodes, sign up to our newsletter here, and you can find out more at Avenir via our LinkTree.

“Let's not focus on just the number of representations, let's focus on creating an environment where everyone has an equal chance to succeed, the numbers will then work themselves out. We would truly have the best people in the best positions instead of advantaged privileged white men who might have advanced in their career because of privilege they didn't even see, and that leads to the disparities that we see.” In Episode 29, I am joined by Paolo Gaudiano, Co-Founder and President at Aleria Research Corporation, and Chief Scientist at Aleria, to debunk the myths commonly associated with DEI. He is on a mission to help organisations become more inclusive, diverse, equitable, and successful. Notwithstanding, he is Chair and co-organizer of the annual Diversity and Inclusion Research Conference, and also writes about DEI on Forbes. Paolo shares the sophisticated simulation he has designed to capture the complex scenarios of organisational life and how bias leads to some inevitable outcomes. We explore the common DEI myths and backlash from majority groups and he explains why the support and investment of leadership is so critical to DEI success. Paolo's interest in DEI is evident in his career journey, which has spanned over three decades in interdisciplinary research, teaching, entrepreneurship, consulting, public speaking, and writing. Through his work, he noticed that there was a huge gap between the experiences that people described based on their diverse identities and the solutions. Paolo's passion for DEI is based on his desire to change the way people think of DEI, quantifying the links between individual behaviour and organisational outcomes. Through his research on measuring inclusion, Paolo identified two universal themes: • Respect or the lack thereof is by far the most common issue that causes people to feel uncomfortable and excluded at work. • Women, in all the different types of organisations (global, domestic, small or large) feel more exclusion than men. And this leads to a greater turnover of women and a tendency to ‘truncate their career'. Later in our discussion, he explains, the ‘zero-sum' mindset gives rise to sentiments whereby the white majority feel that they are being pushed out. Particularly, he advises organisations to steer clear of the obsessive focus on increasing numerical representation of diverse individuals as those individuals will end up leaving when they feel excluded. Instead, there should be a focus on creating an inclusive environment where everyone has an equal chance to succeed. On this basis, he offers advice on why leaders should treat DEI as their number one priority. As he rightly explains, leaders should focus on understanding the impact of diversifying their human assets, they should know how to optimise it to get more efficiency out of it, as they do other assets in their company, such as financial and marketing assets. Lastly, Paolo speaks on the unique discomfort he faces when trying to balance the viewpoints of those who share similar diversity characteristics to him but have different views on DEI, to those who aren't but are being faced with injustice. He explains trying to ensure that he addresses the issue in a way that will acknowledge the difficulties of each side, but also making them aware of the other perspective in a way that is not shaming or challenging their beliefs. Links: Paolo can be found on LinkedIn at Paolo Gaudiano. For more from Aleria, visit their website at: https://www.aleria.tech For more from Aleria Research Corporation, visit their website at: https://www.aleriaresearch.org To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

“There's no pressure on you to be global - there's pressure on you to think about who is around your table. To think about who you're bringing in to start a strategy.” In Episode 28, I am joined by Claire Brody, Director of Diversity, Equity, and Inclusion at Warner Bros. Discovery, to discuss the art of localisation. Claire shares valuable learning and insight on how to develop a DEI strategy that can be adapted at a local level, addressing proximity bias and the importance of perspective-taking. Claire's DEI journey is filled with varied career experiences - she has worked as an assistant producer and on-camera presenter. She is also a certified yoga instructor, a poet, and a published children's author. Claire's experiences outside of the US deepened her commitment to empowering her colleagues in local regions. Through leading with radical empathy and a sincere intention to foster an inclusive and conscious culture of well-being and belonging, she has had numerous achievements such as building the first DEI function in EMEA, creating the first mental health infrastructure for the enterprise, and founding the inaugural enterprise Disney Pride employee resource group. In our conversation, we explore the cultural differences between Western and Eastern cultures and how that should shape a DEI strategy. Based on a Western perspective, DEI is really about celebrating what makes you different, however, she explains that the Eastern culture is rooted in harmony. Thus, it is about organisations understanding these differences and shaping their strategy around this. As we discuss in the interview, it is important that “we empower our region to empower us as experts to create a nimble and global strategy”. As such, it becomes a strategic framework that each region feeds into, thereby making it more applicable to the local country. Claire clarifies that it is only through engaging in the art of localisation that we then truly understand the unique value each region brings to the table when creating a DEI strategy. Further on in our conversation, Claire offers advice and tips to leaders on how to be proactive in implementing their DEI strategy. With the opportunities available at HQ, it is imperative that organisations have talent mobility schemes, which create visibility and empowers talent across the globe by providing them with an opportunity in the HQ for their own development, and also for leaders, so they have increased visibility of their expertise. To conclude, Claire admits that addressing our biases can be challenging to do, as it requires recognising the “potency of whiteness and the hysteria that comes from it”, and that can be a very uncomfortable thing to accept. As she rightly mentions, “Having the privilege of being exposed to black culture doesn't absolve her of her white identity”, rather, constant practice is required in “deconstructing the systems that I operate in and benefit from”. Claire explains that in order to be inclusive, we need to move beyond discomfort, adopt perspective-taking, and be active allies. By constantly doing this, we are one more step closer to building and creating an inclusive space for our employees and for ourselves. Links: Claire can be found on LinkedIn as Claire Brody For more from Warner Bros. Discovery, visit their website at: https://wbd.com/ To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

The Inner Work of Inclusive Leadership “We need to be able to be so attuned to what's going out around you. And the only way to do that in a stable way is by being rooted in the way you are. In really understanding…OK, is this me? This constant evaluating.” In Episode 27, I am joined by Rose Cartolari, Founder and Director of RC Consulting, which specialises in Leadership Advisory and Executive Coaching, to discuss the inner work of inclusive leadership, primarily focusing on the importance of self-reflection and flexibility as a leader, and the dissonance between being a successful leader and an inclusive leader. Rose's interest in DEI is evident through her 30-year career journey. Rose has had experiences in management roles for large organisations such as American Express and UNICEF, and experiences teaching at elite business schools in the US and Italy, as well as co-founding and serving as COO of Scharper Pharmaceuticals SpA. Rose's experiences has empowered her to embark on a mission to bring diverse voices into all spaces where decisions are made. To accomplish her mission in promoting DEI, she is a TedX speaker, a co-author of Winning Mindset and she serves on the Executive Committee of European Women on Boards. She also sits on the Advisory Board of DiverCity magazine and is a member of the invitation-only Forbes Coaches Council. Upon exploring what DEI means to her, we speak about the importance of being an inclusive leader, such as the difficulties in balancing the intellectual friction between creating a culture of psychological safety and a culture that promotes freedom of speech, and the challenges technology and global ways of working bring to leaders in the DEI space. As we explore in our conversation, there seems to be a disconnect in what is required from leaders - as an inclusive leader, it is important to show humanity and vulnerability to your employees, but as a successful leader, it is important to show competence. The difficulties in balancing these intellectual frictions are what is dampening the efforts of leaders to fully embrace diversity, equity and inclusion.Rose mentions that in order to help them overcome these difficulties, it is imperative that there is a renewed focus on empowering leaders, not on fixing them in the DEI space. To finish our conversation, I ask Rose about how leaders can learn to embrace the inner work of inclusion. She believes it lies greatly on self-reflection, having that courage to take that step towards inclusion, receiving support and encouragement from others and leading with empathy. As such, leaders can then become someone who is reliable, trustworthy and influential, but it takes courage to make that step towards diversity, equity and inclusion. She finishes insightfully by saying that we should focus on ‘not carrying leaders but really coaching them, not fixing them but empowering them'. By doing this, we are taking a step further in promoting and perfecting the inner work of inclusive leadership. Links: Rose can be found on: · LinkedIn at Rose Cartolari · Twitter at @Rosecartolari · Facebook at Rose Cartolari For more from RC Consulting, you can visit their website at: https://rosecartolari.com/ To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

“Talent is everywhere, but opportunity is not” In Episode 26 I am joined by Sámi Ben-Ali, Vice President of Inclusion & Diversity at Wood, to discuss the importance of silencing the echo chambers, recognising that lived experience fuels individual perspectives, and how times of global crisis often put the focus on individual survival over the needs of the group. Sámi's interest in DEI started earlier in life than many of my guests. He grew up in a small town in the Northwest of England in a multi-ethnic, multi-faith household with his White Irish Catholic Scouse mother and his Arab Muslim Tunisian father. Diversity was always present and obvious in Sámi's life, and this was only accentuated by Sámi going to university in America when he was 18 and feeling a lack of inclusion. After spending some time exploring how these experiences have shaped Sámi's view of what DEI should be - which is that of a holistic approach - the conversation moves to the importance of broadening horizons and actively trying to reduce the echo chambers we find ourselves in. These echo chambers are often restrictive and impact on our ability to debate and consider other viewpoints. In times of global crisis, it often seems that people's survival instincts take over and individual preservation is prioritised over helping out the group or wider society. This can often affect how people engage with DEI and undergo perspective taking. Indeed, we then discuss the power of perspective taking and understanding how lived experience impacts upon the viewpoints we develop. We bring the episode to a close by discussing the importance of diversifying talent pools through the recruitment process. One of Sámi's mantras is “Talent is everywhere, but opportunity is not” and Wood certainly lives by this mantra too. Sámi talks us through all the brilliant actions that are being undertaken by Wood to ensure that the next generation of talent globally is diverse and included. Links: Sámi can be found on LinkedIn as: Sámi Ben-Ali For more from Wood, you can visit their website at: https://www.woodplc.com/ To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

“When it comes to creating that inclusive culture, frankly you're either leading the way or getting in the way – because neutral doesn't exist” In Episode 25 I am joined by Devi Virdi, Group Head of Diversity & Inclusion at Centrica, to discuss how cultural intelligence is key to inclusive leadership, the importance of collecting employee data, and ‘the power of truth'. Devi's DEI journey is one flavoured by many different cultures, and journey is definitely an appropriate word. Devi has worked for most of her career in the travel and hospitality sector, working across various sectors and functions including HR, sales, marketing and operations. It was during a leadership role that Devi looked around the room and realised – no one else looked like her. It was this feeling of ‘onlyness' that initially empowered her to stand up and make a difference. We speak on what it is like to experience these complex feelings of being the only, and why it inspired Devi to become a change agent. She realised that many of their teams didn't resonate with the cultures they operated in, and this highlighted the need for greater cultural intelligence. Devi has a great passion for cultural intelligence (or ‘CQ'), and she elaborates on why she thinks it's so crucial for leaders to understand, and why it is a key trait (along with many others) needed for inclusive leadership. She brought this passion to her role at Centrica and it led to establishing a ‘Shadow Board' - providing diverse mirrors to the Centrica Board to help them better understand the diversity present in the company so they can strive for better inclusion in their decision making. Part of understanding the employees at Centrica better includes regular data collection on their characteristics and experiences. Devi shares that asking the right questions is crucial to understanding what your employees need, and investing to meet this. We then talk about how to create the right environment to allow employees the safety to be able to answer these questions fully and honestly. To finish our conversation I ask Devi what she thinks DEI will look like in 20 years' time, and she answers that she believes it will lie greatly with further advances in technology allowing for greater inclusion, but only if these technologies are made with inclusive thought and voices. Links: Devi can be found on LinkedIn as Devi Virdi More from Centrica can be found on https://www.centrica.com/ To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

“Everyone has their personal passion points, and [DEI] conversation[s are] often looked at from a personal viewpoint. So it's not really looked at as a business driver or a business conversation, it's looked at as ‘I care about gender', ‘I care about race', ‘I care about disability because my child has a disability' and you have to encourage the leaders to go outside the scope of their personal passion” In Episode 24 I am joined by Geoffrey Williams, Vice President / Global Head Diversity Equity & Inclusion at Burberry, to discuss empowering the next generation of workers, the toxic cycle of “paying your dues”, and the cultural nuances in global DEI strategy. As with many DEI professionals, Geoffrey didn't start out in the field – in fact he hesitated to work in DEI when he was given the first opportunity so as not to be stereotyped. Starting out in the music and entertainment business, his increasing work with people led him to move over into Learning & Development in HR. It was during this role he bore witness to an unfair scenario that led him speaking up to the CEO. This culminated in Geoffrey being offered a DEI role to help rectify the situation, and after much research he realised DEI work was more than just giving speeches about discrimination. After talking about growing up as a Black boy in the UK in the 80s and the role of his parents in teaching how to navigate this, we talk about Geoffrey's current work with Rocking Ur Teams in empowering and educating the youth of today and making their career aspirations accessible. This progresses into a discussion over how the expectations of the current youth entering the workforce are different to previous generations, and how organisations desperately need to adapt if they want the best talent. This adaption includes how organisations and leaders must break the cycle of “paying your dues” with entry level employees committing overtime, free labour and demeaning tasks because that's what the leaders had to do. Geoffrey shares how leaders must be engaged with DEI beyond their own pet passion projects or characteristics relevant to them - he calls this leaders being “bubble bound” to their own social bubble and worldview. As we bring the conversation to a close, we discuss the common response of “oh well that doesn't happen here” that we both hear when talking about racism or other discrimination. Many people believe that discrimination problems in other countries don't happen in their own country due to it manifesting in different ways. Geoffrey explains how this is a cultural nuance that must be adapted to by global organisations, but western leaders should be careful to do it sensitively and not prioritise their own western views. Links: Geoffrey can be found on: · LinkedIn at Geoffrey O. Williams · Instagram at @geoffrey.o.williams · Twitter at @GWEntertainment Geoffrey can also be found on his website at: https://geoffreyowilliams.com/ For more from Rocking Ur Teams, visit: http://rockingurteens.com/ For Geoffrey's Ted X talk on ‘The Pressure on Young Shoulders' visit: https://www.youtube.com/watch?v=bl0tGp3eRIs&ab_channel=TEDxTalks To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

“When you start defining diversity in a broader sense, usually you will find a lot of people who are passionate about one element. Maybe they have experienced exclusion because they are a certain age, or have a certain number of years at the company, and they don't feel like they're taken seriously or listened too. Getting people engaged in one element is important, and that's where the wave starts coming and the train leaves the station and can't go back.” In Episode 23 I am joined by Kristen Anderson, Vice Chair of European Women on Boards, to discuss the myth of meritocracy, how organisations can start their DEI journey, and how to gather buy-in from employees who may not immediately understand the need for DEI. Kristen's background is in Chemical Engineering, spending a lot of her career in the technical side of the food industry, working all over the world for big companies such as Kraft and Coca Cola, leaving her native USA to work in Australia, Germany, and China before settling in Italy. Working for Barilla in Italy, Kristen started her official DEI journey, joining their maiden DEI Board before eventually becoming their Chief Diversity and Inclusion Officer. We start our conversation with Kristen offering career advice on how to join the DEI field and make progress. She then offers advice for any organisation on how to start their DEI journey, emphasising to walk before they run. This includes advice on how to get that sought after buy-in from employees who may show hesitance towards DEI initially, by making it clear how inclusion is relevant and beneficial to everyone. Getting people interested in one element of inclusion, whether age, gender or race etc., is the first step to getting them to have a broader understanding. Since her role at Barilla, Kristen has retired from the food industry and is now the Vice Chair of European Women on Boards – a non-profit focusing on gender diversity in decision making in Europe. We talk about the crucial work that EWoB does, including how they work with men as allies and believe including everyone is key to improving gender diversity. Meritocracy is a concept Kristen and I both come across regularly in our work. We discuss the ‘myth of meritocracy' and Kristen shares her idea of ‘mirrortocracy' instead, how people reflect their biases and social bubbles instead of purely basing decisions solely in merit. Bias isn't just something external though, Kristen shares her experiences of the female leaders she works with having internal biases against themselves where they often don't realise their full capabilities. We close the episode by discussing what organisations can do to increase their gender diversity and support female leaders, including the support EWoB provides leaders and organisations. Links Kristen can be found on Linkedin as: Kristen Anderson More from European Women on Boards can be found at their website at: https://europeanwomenonboards.eu/ The EWOB 2021 Gender Diversity Index Report can be found at: https://europeanwomenonboards.eu/portfolio/gender-diversity-index-2021/ More on Barilla can be found on their website at: https://www.barilla.com/ To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

“Often if some organisations or people feel that something is a ‘tick box'- it fails. We see that time and time again. So if you can, through passion and collaboration, create momentum, then that's what's gonna keep things going.” In Episode 22 I am joined by Nina Goswami, Creative Diversity Lead for the BBC, to discuss the importance of inclusive storytelling, representation in the media, and the BBC's impactful 50:50 Equality Project. Nina's journey is one many journalists will be inspired by, climbing the ladder from reporter, to producer, to editor and then to her current role of creative diversity lead. She shares her story of why representation matters and how important it was to her as a young girl to see Moira Stuart, the UK's first female Black newsreader, on TV – feeling inspired by seeing a woman of colour reading her the news….”You can't be what you can't see”. Nina's interest in inclusive storytelling within the news-cycle grew as she discusses the failures in reporting with Grenfell and the initial COVID coverage. Ultimately this interest got Nina involved in the 50:50 Project, quickly becoming the project lead. The 50:50 Project focuses on making the BBC more representative of the population, starting with coverage reflecting the 50:50 split between males and females in the UK. Nina explains the data-led nature of this as well as it's methodology. Within the BBC, 750 teams have signed up to the 50:50 Project, with around 150 external partner organisations also taking the pledge. We discuss the different methodologies shown within these organisations, and how merely counting the data is not enough, it must also be shared and actioned. Finishing our conversation, we turn to the future of the 50:50 Project. Nina shares that it is currently well into trial runs for both ethnicity and disability monitoring. The BBC as a whole follows a 50/20/12 model, striving for 50% women, 20% BAME and 12% disabled visibility, following national population distribution, but regional BBC teams will work towards proportions accurate to their regions. Links Nina can be found on LinkedIn at: Nina Goswami For more from the 50:50 Project, visit: www.bbc.co.uk/5050 The BBC Impact Report 2022 can be found here: www.bbc.com/5050/impact2022 More information on Moira Stuart, the UK's first female Black Newsreader. To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

“I asked the team – Where should I go? What should I read? What should I look at? I had conversations with my own team members around certain areas that genuinely I didn't quite understand…..I would have been the first person in the world to say ‘I do not see colour, I do not see gender'…..and it's the most cliched, most inaccurate thing someone in my position could ever say” In the first episode of Season 3, I am joined by Pat Phelan, Chief Customer Officer at GoCardless. As well as being our Season 3 premiere, this episode is a special one as unlike the majority of my guests, Pat isn't a DEI professional, but rather a business leader who ‘gets it' and truly role models inclusive leadership. During the episode Pat talks about the stages of self-awareness and reflection he went through to acknowledge his privileges. It's a journey from self-admitted ignorance to inclusion, and why he thinks there is no single definition of a good leader. We open the episode by discussing Pat's life journey. He describes his early years as being quite unplanned, drifting where the winds took him – which included all the way over to Dubai to sell carpets! Eventually returning to London, he often found himself doing ‘leadership things in non-leadership roles' as many leadership skills came naturally to him. This eventually evolved into actual leadership roles, putting him on the path to his current position. Pat then acknowledges that on reflection, being able to move into a leadership position without really planning to, was a large example of privilege. Pat goes on to talk about his journey from being rather ignorant about DEI related topics, including the infamous “I don't see colour” line, to becoming an inclusive leader. He describes GoCardless's courageous response and conversations following the Black Lives Matter movement in 2020 were a real catalyst for this growth. The final section of our conversation, Pat explains what he feels it means to be a good and inclusive leader. Pat shares that he believes there is no one single defined way to be a good leader, but he outlines a collection of qualities that are important to good leadership. These include: self-reflection and introspection, normalising failure, self accountability, respectfulness and putting in the energy. Links: Pat can be found on LinkedIn at Pat Phelan For more from GoCardless visit their website at: https://gocardless.com To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

“There was definitely a level of expectation that you felt, I use the word pressure because that's exactly what it felt like at the time. Some people thrive upon that and go forward, I rebelled – I did the exact opposite. My rebellious bit was to go ‘I don't want to pursue academia anymore, I want to go and work, I want my own financial independence' and not to choose the cookie cutter path.” In this very special bonus episode of the ‘Why Care?' podcast, I am joined by Elvin Nagamootoo, Head of Product at Shell Energy, and my cousin! Elvin discusses his spectacular career journey, success outside of academia, and how being labelled as a ‘problem child' during education affected his life. Elvin opens the episode by talking about his troubles during schooling due to being labelled as ‘disruptive', his struggle with certain subjects and feelings of being misunderstood. His different way of thinking, approach to learning and interpreting the world was much later explained through his dyslexia. But why persist to follow an academic path when the system just wasn't designed for someone like him? Despite the pressure of his family, culture and society to succeed via an academic route, he decided to forge his own path and pursue the world of work rather than university. His career path is one of the most unique I've seen, and he walks us through his various jobs like being a Christmas Elf, before finding one that clicked – being a British Gas Engineer. From here he has had a long and illustrious career, including being part of the initial team involved in setting up Centrica's Hive business, before becoming its Global Head of Product, and now his similar role at Shell Energy. This leads us to discuss his experiences of ‘onlyness', both because of his diversity characteristics, and when he first joined an office-based role, after many successful years ‘in the field' as an engineer, and feeling like misplaced. He talks about how these feelings made him second-guess his career choices before he gained confidence in himself. These ‘sliding doors' moments continue to impact his life and shape who he is. We then talk about how his intersectional experiences of his identity and career path have affected his leadership style to become one that is inclusive, empowering and understanding of his colleagues. We then close the episode by discussing our hopes for our children's experiences of working in the future. Links: Elvin can be found on LinkedIn here. For more on Shell Energy, visit their website at: https://www.shellenergy.co.uk/ For more on Hive, visit their website at: https://www.hivehome.com/ For information and resources on Dyslexia, visit: https://www.dyslexia.uk.net/ To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

“2020, the year that changed everything in all of our lives around the globe. Whether it was the global health crisis and pandemic of COVID, or looking at everyone working under quarantine, or looking at some of the social-racial unrest that has happened around the globe. We started to go from diversity, to diversity and inclusion, to that year - we started talking about belonging, intersectionality and equity.” In Episode 20 and the Season 2 finale of ‘Why Care?', I am joined by a phenomenal leader, Shawna Ferguson, Senior Managing Director & Director of Global DEI at Wellington Management. Shawna joins me to talk about how to respond to backlash to inclusion programmes, DEI education programmes, talent retention, and why her word of 2022 is “courage”. Shawna started her career in HR and it was whilst in this role that she noticed the ‘untapped talent pool' – the people who were the lifeblood of her organisations but rarely got any official recognition for it. It was when she was working for a biotech firm, focussing on talent attraction at universities, that DEI started to grow in her consciousness. Crediting the talks she had with students, Shawna decided to pitch to her organisation a proposal to fold DEI practice into her university talent attraction, and her DEI journey was born. Shawna shares her adoption of the acronym DEBI, bringing belonging into our common acronym in this field, and expanding the ‘I' to also stand for intersectionality. Shawna explains her drivers for this and how promoting belonging is perhaps the most important part of her practice. Shawna also explains the rest of the acronym, particularly her thoughts on equity. We then discuss Wellington's incredible ‘Groundbreakers Academy' programme (which I am proud to be part of), which was created out of Shawna's internal research demonstrating a need to nurture and develop their employee's skills, particularly for those in their ‘mid-career' as there was a lapse in support compared to early-career development. This programme also nurtures minority employees at Wellington, and Shawna shares how this can sometimes cause backlash from majority groups, but then shares her tips on how she's learnt to neutralise it. We close the episode by discussing what Shawna believes the 3 focus areas of DEI should be for 2022: 1. Shifting mindsets towards seeing people as equal 2. Promoting accountability and assessing the outputs of DEI programmes 3. Investing in small businesses owned by ‘untapped talent' to give these business leaders their “piece of the pizza”. Links Shawna can be found on LinkedIn at Shawna Ferguson For more from Wellington Management visit their website at https://www.wellington.com/en/ Wellington Management's 2020 Sustainability Report The Wellington 2021 GDEI Report To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

“[Working in the DEI field] I learnt lots of things and things we should always remember – One: we don't know everything. One: We can't resolve everything on our own...But most importantly, I learnt about myself.” In Episode 19 of the ‘Why Care?' podcast, I am joined by Pauline Miller, Chief Equity Officer, EMEA for dentsu, where Pauline is responsible for shaping and leading its DEI strategy and execution. We discuss the challenges of being an internal DEI practitioner, how to engage the C-suite and board of organisations, and the importance of celebrating the short-term wins. Pauline shared that she has been interested in a career in HR since she was a teenager, but it was later in her career when she worked with employee networks in the US that captivated her to forge a career in the sector. We then discuss learning moments and Pauline shares her most impactful one, which is when she found herself going from accepting a meeting from a group about empowering girls, to sitting in a refugee camp in Ethiopia working with them in the short span of 4 months. The experience was formative in developing a passion for empowerment and a strong sense of self-confidence. These lived experiences are important for informing how we practice as DEI professionals, but Pauline urges that you must account for and utilise the lived experiences of others around you and how they may differ from your own in order to successfully practice DEI. DEI is often about the long-term goals of how we want the future of organisations to look in terms of inclusion, but these goals can take a long time to manifest. Pauline is a big believer in celebrating the short-term wins, both to inspire the organisation and keep morale high, but also to demonstrate to stakeholders the benefits of DEI strategy to an organisation. We wrap up the conversation by discussing what is important for both effective DEI strategy and being an effective DEI practitioner, such as striving for continuous learning, joint accountability so everyone recognises the part they play, and pushing for DEI to remain a strategic imperative by organisations. Links For more from Pauline, you can find her on LinkedIn at Pauline Miller For more from dentsu, you can visit their website at: www.dentsu.com The Promises of Giants by John Amaechi Dope Black Women podcast show Mindsetby Carol Dweck To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

“You would assume that because someone is in a virtual workplace that [non-inclusive behaviours] wouldn't happen. Well forget it. Over 50% of the women that we spoke to said yes: in the past year they had experienced non-inclusive behaviours, and that was worse for women of colour and worse for LGBTQ+ women.” In Episode 18 of the ‘Why Care?' podcast, I am joined by Emma Codd, Global Inclusion Leader at Deloitte, to discuss organisational culture change policies, the effects of the Covid-19 pandemic on women in the workplace, the stigma around mental health at work, and the importance of inclusive leadership. Emma started her career as a researcher for a corporate investigation and risk consultancy. She joined Deloitte in 1997 with the intention of only staying for a few years. Nearly 25 years later she is still there, loving her contribution as their head of global DEI strategy. To start our discussion, I ask Emma to reflect on the changes she has seen in both gender equality and the approach to it over the span of her career. She shares that she has noticed that the most important thing is the everyday culture of organisations, because ultimately a poor culture is what makes employees leave. The culture change programmes Deloitte undertake have the unique challenge of spanning over 160 countries, so the internal research and reporting on workplace culture has to be detailed and considered. It is thanks to this detailed internal research that Deloitte could monitor the effects of the Covid-19 pandemic on its workforce. Emma found the effects it had on women to be staggering, with a 35% drop in wellbeing amongst female employees compared to pre-pandemic. Emma then shares the reasons for this and how this happened during remote/hybrid working. She explains that despite the pandemic “levelling us” and many people experiencing mental health problems, a stigma towards mental health still exists in the workplace that needs to be addressed. We close the conversation talking about Emma's impactful Deloitte video campaigns and how the key to their success was intersectional storytelling that was presented in short, easy to understand and to digest ways. Links: For more from Emma Codd find her on Twitter at @emmajcodd and LinkedIn at Emma Codd For more from Deloitte visit https://www2.deloitte.com/uk/ Deloitte Video Campaigns: “Can You See Me?” “Stand Up, Speak Up” Deloitte Reports: Millennial and Gen Z Survey Women @ Work To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

“When [Muslim] women want to enter the workplace in places like the UK for instance, they may end up facing a triple penalty. The penalty of being a Muslim, the penalty of being potentially from a different racial background and also being a woman. It's almost instead of facing the glass ceiling, you're facing a triple glazed or a concrete ceiling which is almost impossible to penetrate.” In Episode 17 of the ‘Why Care?' podcast, I am joined by Rukasana Bhaijee, Diversity, Equity and Inclusion Lead, EMEA Technology at Google, to discuss being a Muslim Woman in various industries, her identity as a British Muslim and as a hijab-wearer, and her views on the unique DEI challenges of the tech industry. Rukasana's professional journey is certainly one of the most unique I've ever heard. Following the completion of her A Levels, Rukasana started her career in the world of banking, first at Bank of England and then JP Morgan. After some time in this industry she took a decade out to be a mum, during which she reskilled as a complementary therapist with a focus on massage and worked part-time with the east London Asian community to promote ideas of wellness. Following her therapy roles she “fell into” the world of HR at Queen Mary's University and discovered DEI. She then spent some time at Ernst & Young in the professional services industry, before moving to tech giant Google. In 2019 she was recognised by the European Diversity Awards as an Inspirational DEI Leader. We discuss our experiences of being first-generation UK-born children of parents who emigrated to the UK and how being caught between two cultures shaped our childhood experiences. We reflect on the lack of representation in the media for us as children, and when we first started to challenge the rather rigid gender roles of our parents' cultures. Post 9/11, Rukasana noted a visible change in the narrative about what it means to be Muslim in the UK, and how these conversations were not led by, or inclusive of, Muslims themselves. In response to this, Rukasana decided to “reclaim” her Muslimness and become more visibly Muslim by wearing a hijab. We then discuss her experiences of discrimination and otherness resulting from being a Muslim woman and the differences of before and after adopting the hijab, particularly when applying for jobs. Rukasana then gives tips on managing and overcoming systemic prejudices as an underrepresented person. Rukasana shares Google's unique DEI challenges and the impressive path they've taken to tackle them and develop an inclusive culture. We close the episode discussing the greater need for inclusive leadership across all industries, particularly after the Covid-19 pandemic sent many organisations into “survival mode” which caused the focus on DEI strategies to slip. Links: For more from Rukasana you can find her on LinkedIn at Rukasana Bhaijee, and on Twitter at @RukasanaBhaijee The Google Diversity Annual Report Rukasana mentions can be found here: https://diversity.google/annual-report/ The Harvard Business Review Article from Google about Product Inclusion Design Practices can be found here: https://hbr.org/sponsored/2021/03/the-business-case-for-product-inclusion-design-practices The Google Retention team blog can be found here: https://blog.google/inside-google/googlers/rachel-spivey-retention-progression/

“Active allyship should end up meaning that whatever an active ally was trying to achieve becomes normal. That it's normal to see people from various ethnic backgrounds, from various sexual orientations, genders, disabilities, family situations, etc. in positions of authority or seniority in organisations.” In Episode 16 of the ‘Why Care?' podcast, I am joined by Marc McKenna-Coles, Diversity, Inclusion and Belonging (DIB) Strategy Lead at Spotify, to discuss employee networks, collecting diversity data, and active allyship. Marc has a BA in Theatre and spent around a decade working with Disney in their stores and on Disney Cruises. He later moved into the banking sector and discovered employee networks, soon heading up RBS's – now the NatWest Group – gender network. He has had several DEI roles in the financial sector before recently joining Spotify. We talk about the necessity for DEI to exist and the importance of having conversations surrounding diversity characteristics. Marc shares that these conversations are important, not just for your own organisation or country, but for the whole world. He uses the example of Tom Daley's speech about being a gay man at the Olympics after winning his gold medal, which will have reached people worldwide who don't normally hear about LGBTQ+ people and will have started conversations where they're needed the most. We then discuss employee networks, why they exist, and their purpose. Marc shares he is a member of numerous employee networks where he doesn't necessarily share the diversity characteristics that group represents, but does it to demonstrate how to show solidarity whilst being open to education. Marc then talks about intersectionality and how some companies are too eager to merge employee networks too soon to promote intersectionality, and instead it should be a measured and gradual blending process, especially in small organisations. The conversation turns to being ‘future ready' as an organisation: trying to predict societal trends in order to make sure your organisation is poised to keep up with society and address the modern-day concerns of its employees and consumers. Marc gives the example of making moves to represent non-binary and gender-nonconforming employees, as their numbers are predicted to rise in the future. This episode is packed with tips and advice on how to be an active ally, which Marc explains is when people go beyond traditional ideas about allyship to be active rather than passive in their listening, talking and promotion of inclusion by uplifting and platforming marginalised people. Links For more from Marc, you can find him on LinkedIn at Marc McKenna-Coles For more from Spotify visit their website at https://newsroom.spotify.com/company-info/ To hear Tom Daley's Gold medal speech at the Tokyo 2020 Olympics that Marc mentioned, follow this YouTube link To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

“I was looking for something to aspire to, but I also knew – I don't know why – it can't be the situation where I can't ascend to those things. What I see around me is not the true picture of the world. That's what I just started to tell myself. Maybe there's people here who think that's the case, but I don't believe it and I'm gonna set out to prove that's not the case; that there are people like me who do things like own businesses, or they're doctors, or lawyers or teachers even.” In Episode 15 of the ‘Why Care?' podcast, I am joined by Sheri Crosby Wheeler, Vice President of Diversity and Inclusion for Fossil Group, Inc. We discuss how stereotypes and expectations based on diversity characteristics can filter into young people's minds and be internalised to create and fuel self-fulfilling prophecies. We open the episode by discussing Sheri's journey into becoming a DEI practitioner. Born in a small town in Texas, Sheri then spent a few years in Germany due to her military father's station, before moving back to Texas to begin her education. Her small town in Texas had no Black professional role models for Sheri to look up to, so as soon as possible she moved to Atlanta to seek out professionals that looked like her. Following this discussion about a lack of role models, we talk about how Sheri had no Black teachers in her entire education until her postgraduate Law course, and how having no role models (or even an understanding of lived experience) during education can have an adverse effect on a young person. Sheri shares her personal story on how her teachers and guidance counsellors attempted to dissuade her from pursuing further education outside of Texas. She felt a weight of responsibility on her shoulders to ‘prove them wrong' and pressure not return to her hometown and therefore be seen as a failure. Working in the DEI field has its ups and downs, victories and losses, and we talk about these and how to prepare for the inevitable bad days. Sheri shares how it's not just about changing the minds of people, but changing hearts too: ‘heart work'. Sometimes people will just not have the capacity to care about your work and you need to be able to identify where to focus your attention on those whose minds and hearts you can change. We also discuss the unique challenges of DEI in the retail industry, including having a widespread employee base geographically, and empowering customer-facing employees to protect themselves and uphold inclusion. Fossil is currently focusing on building up communication and offering sharing and learning opportunities for its employees across the world. Sheri then gives insight as to why Fossil has been named one of the best companies for LGBTQ+ employees to work for by the Corporate Equality Index. Links For more from Sheri, you can find her on LinkedIn at Sheri Crosby Wheeler For more from Fossil visit their website at www.fossilgroup.com You can find more on the Sephora Racial Bias Study that Sheri mentions in this Forbes Article For more on Dr Charles Drew, the African American Doctor Sheri mentioned, you can find his Wikipedia article here. To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

“I am thoroughly delighted – and feel sad almost when I have a big cheer inside – when on the screen pops up a senior female executive from another organisation. I get a bit giddy. That just shows we've come a long way, but how far we've got to come.” - Charlotte In a first for Why Care?, I am joined by two guests Charlotte Cox, President EMEA Pentland Brands and Pentland's D&I Manager, Caroline Nankinga. Pentland Brands specialises in sportswear, with a number of well-known active sports brands underneath it including Speedo, Berghaus, Canterbury, Mitre, Kickers and Lacoste to just name a few! Charlotte and Caroline join me to discuss a range of topics surrounding the internal D&I of a global company, and the external D&I of designing products and marketing campaigns for a diverse and global audience. As always, we open the conversation talking about what D&I means to Charlotte and Caroline and how it has impacted their journey so far. Caroline describes her experience of growing up in a multi-cultural city like London but still feeling very isolated as a minority person at school, university and the early stages of her career. Charlotte shares her own journey as a woman in corporate Britain. When travelling for business, she has often found herself as the only woman in the room. We then discuss how Charlotte and Caroline's stories, and my own, have a connection of ‘onlyness' – the alienation of feeling like the only one in the room who has your characteristics. We discuss what it is like to be a female business leader, and how important it is to use your own experiences as a reference when dealing with others. But equally important is gathering different perspectives, as your experiences may not be universal and may not necessarily lead to inclusion. Charlotte continues this conversation to talk about how leaders must learn to recognise privilege and use it to be an ally and uplift others. She goes on to talk about how inclusive leadership requires effort to understand people, and if you make this effort you and your organisation will reap the benefits of an inclusive workforce. We then connect D&I at Pentlands to Covid-19 and how people have had more of a reliance on outdoor activities for their own wellbeing. Charlotte connects this to Pentland's Positive Business Strategy in taking social responsibility for meeting these new consumer needs. We talk about how brands impact society and how becoming a leading brand means having diverse consumer groups with a variety of characteristics, D&I simply becomes a consumer need. Caroline expands on how this external D&I work by Pentland Brands is supported by internal D&I in the company, for example this year they created a new D&I Squad which contains members from across the company to support Pentland's D&I roadmap. We go on to discuss the importance of creating bespoke D&I training materials for the organisation. Finally, we close the episode by reflecting on how, despite the negatives of Covid-19, the pandemic has fostered new ways in which we communicate no matter the distance between us, that means global organisations like Pentland Brands now have a greater feeling of unity than ever before. Links You can find Charlotte and Caroline on LinkedIn at: Charlotte Cox | Caroline Nankinga For more from Pentland Brands, visit https://pentlandbrands.com/ or visit their socials below. Pentland's LinkedIn | Pentland's Instagram | Pentland's Twitter

“If you're going through a recruitment process, instead of that idea of ‘how will this person fit into the company?', it's the question of ‘what will this person bring?' How could they add into the culture of Innocent and into the way we do things?” In this episode I am joined by Marta Pajón-Fustes, Head of Technical and Inclusion & Diversity at innocent drinks, to discuss Marta's personal experience as a Spanish native living in the UK, and innocent's innovative approach to Inclusion & Diversity. We open the conversation by discussing Marta's journey growing up in a small village in northern Spain, to moving to the UK and becoming a major change leader at innocent drinks. Marta shares the personal importance of her work at innocent and how human rights is at the centre of it, with innocent ensuring that even their suppliers have the same ethical values that it expects internally. Marta shares a formative moment when two employees who job-shared applied for a promotion and how it raised questions on how Marta and her team should redesign the hiring process to accommodate for this. We have an insightful discussion about inclusive job design and the merits of job sharing in general. We also discuss how we have personally experienced micro-aggressions and subtle acts of exclusion in our lives. Marta shares how the people who work at innocent are the backbone of their ‘people culture' and the importance of managing a flexible, agile and reactive company culture. We then discuss Covid-19's effect on this culture and how innocent maintained a “Whatever you need, just say. There is nothing out of the option here” approach to help the employees navigate the unique and challenging situation. The conversation then turns to best practice in inclusive recruitment and how companies should focus on the idea of ‘culture add' - what a candidate would bring to the role and company - rather than the idea of ‘culture fit' - trying to squeeze a candidate into a particular gap. We close the conversation by discussing innocent's innovative process for measuring Inclusion & Diversity within the company. Links For more from Marta Pajón-Fustes, find her on LinkedIn here. A few related articles: https://www.linkedin.com/pulse/national-inclusion-week-marta-pajon/ https://www.linkedin.com/pulse/marta-pajon-fustes-head-technical-innocent-drinks-paul-edwards/?articleId=6641659823391944704 https://www.linkedin.com/posts/martapajon_3-key-points-im-type-1-diabetic-activity-6795242947085385729-FJoC For more from innocent drinks, you can visit their website here: https://www.innocentdrinks.co.uk/ To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

“Discussions are not just about the [employee] population who we have, it's about their network, their families members, their friends. … It's not just about the demographics we replicate, it's about everybody else, because we are all diverse ultimately.” In this episode I talk with Christian Hug, the Vice President of LifeWorks & Inclusion at Discovery, the company behind the popular television channels: Discovery Channel, Animal Planet, Science Channel and TLC. Christian reflects with me on the journey that lead him to his role, including the passion for travel and diversity passed down to him from his parents. After opening the episode with our discussion about Christian's remarkable journey in his career, we move on to discussing the changes Christian has seen in the approaches companies have had towards EDI (Equality, Diversity and Inclusion) strategies over his 20+ years' experience in the field. This includes the rise of employee networks, such as women's networks or LGBTQ+ networks, and the spark that the recent Black Lives Matter movement has endowed to the EDI sector causing a real growth in engagement. We move on to discussing how Discovery wants its employees to “bring [their] whole self to work”. To do so, they use a Multicultural Alliance (MCA) Monday to bring conversations about Equality, Diversity and Inclusion into their employees' working week, and we look at how this rotates around Discovery's global regional groups to ensure it is not dominated by the US division. Christian then expands on this topic, explaining how different regions and countries have different concerns, for example the UK has a greater focus on social mobility compared to the US and there are large conversations around skin tone in India. This means different approaches must be taken to tailor the discussions to engage regional employee bases. He expands on this further by discussing how some topics may have different stigma (or even legality) in different countries, such as LGBTQ+ issues, and how this must be considered whilst also not silencing the discussions. Ultimately, this conversation develops into how to best manage a global EDI strategy for a multi-national company. Christian suggests that companies must have global principles on Equality, Diversity and Inclusion that are then interpreted and implemented at the local level for goals and activities. We then finish the conversation with Christian leaving us his advice on how to find employees with the passions necessary for EDI, and how to nurture these employees into change leaders. Links For more from Christian Hug visit: www.christian-hug.net/, or find him at LinkedIn at: www.linkedin.com/in/christian-hug-2b19b61/ Or for more from Discovery visit: https://corporate.discovery.com/ Find MyGWork, the LGBTQ+ professional group Christian mentions at www.mygwork.com

“There is broadening acceptance in society, which means some of these identities that have been more at the margins have had the opportunity to appear and flourish. It doesn't mean they haven't been there - they've always been there. It's just becoming more visible to those outside of the community”. In this episode I talk with Bendita Cynthia Malakia, Global Head of Diversity and Inclusion at Hogan Lovells, an international law firm, as she reflects on her accomplished career as a female, black lawyer who identifies as queer. Bendita discusses her view that the commonly used abbreviation of EDI (Equality, Diversity and Inclusion) should further become JEDI, to incorporate Justice, which is especially pertinent to legal professions. She goes on to discuss how some professionals can view justice, equity and equality to be at odds each other, but this shouldn't be the case. We have an in-depth discussion on the LGBTQ+ acronym, it's expansions (such as LGBTQQIAAP2S), and how it has evolved so quickly in the last decade. Bendita explains what each letter refers to, what these identities are and mean, how many people may use umbrella terms such as “gay” or “queer” instead, and the unique experiences and treatment that bisexual individuals face. Bendita offers her advice on the best ways to respectfully approach minority groups without being offensive or burdensome, and how stating your pronouns has become a popular way to visibly show allyship, but may not be suitable for all scenarios or industries. Finally, Bendita illuminates me on Hogan Lovells Bias Interruption pilot, in which she works with hiring teams to “provide a little bit of education….remind [them] of what our firm goals are and where they stand in respect to those firm goals…..give information about what they can't do [in regards to bias]”. We then close the conversation by talking about how individuals or organisations can start their JEDI journey and become change leaders. She encourages JEDI advocates to “stay in the game, stay in the deep end”. Links For more from Bendita Cynthia Malakia go to her website at www.benditamalakia.com Or Hogan Lovells' website at https://www.hoganlovells.com/en/malakia-bendita-cynthia Connect with Bendita: https://www.linkedin.com/in/bendita/ You can find Bendita's article I mentioned on Biphobia in the workplace here Links to some of Bendita's other articles: https://www.law.com/nationallawjournal/2020/03/06/how-law-firms-can-move-beyond-the-diversity-echo-chamber/ https://www.ellevatenetwork.com/articles/11134-feeling-overworked-with-limited-negotiating-power-you-need-an-efficiency-advocate https://www.ellevatenetwork.com/articles/10846-dear-beloved-black-people-working-to-make-it-through-in-an-environment-that-may-not-understand-you https://soundcloud.com/elevatetogetherpodcast/bendita-cynthia-malakia-adjust-for-unconscious-bias

“To ignore reality for as long as people have is a cultural illness, quite frankly – a delusion” In this episode Nadia talks to Andrew Fairbairn, Chief Executive Officer and Founder of Sponsors for Educational Opportunity (SEO) London, a Charity set up engage young people from low socio-economic backgrounds and create opportunities for them that would otherwise have been unlikely for them to attain due to societal inequity. Andrew discusses the intersectionality between ethnicity and socio-economic status which can doubly disadvantage these young people, resulting in a lack of access to professional career paths and low self-worth driven by their lived experiences in these domains. He explains how SEO London aims to combat this by working on a daily basis with a broad spectrum of front office executives and HR leaders at global multinationals to offer placements to talented young people on the programme. The programme encourages student self-belief, and provides them with the skills needed to thrive in the corporate world. Andrew talks of the bigger picture. “It's not about you, it's about those who come after you”. He hopes that their work can go on to create a ripple effect of workplace opportunity for underrepresented groups and that a community of like-minded people will emerge who not only want to develop themselves but also the community at large. Finally, Andrew leaves us with his thoughts on the intersectional impact of COVID-19 on those from ethnic minority and low socio-economic backgrounds and the importance of acknowledging this in order to create equity in our society. Show links: SEO London's Website SEO London LinkedIn SEO London Instagram SEO London Twitter Get in touch with Andrew at: Andrew's LinkedIn Profile Email: info@seo-london.org

“The world is set up for neurotypical people and when someone who is neurodiverse tries to fit into that neurotypical world, that can create a lot of stresses and strains on them mentally, that then manifest themselves in kind of broader mental health issues. That is not to say that everyone who is neurodiverse has a mental health challenge as well, but there is a very strong correlation between the two.” In this episode Nadia talks to Sean Betts, Managing Director at Annalect, the data, technology and analytics company within the Omnicom Media Group, who looks back at a highly successful career in the media industry. He discusses his experience of burn-out, depression and anxiety and describes what happened after his return after having time off for mental health reasons. On a mission to break the stigma that people with mental health problems and neurodiversity face in the workplace, he has since not only been a vocal advocate and public speaker on the topic, but also created a storytelling and support site and organisation for the neurodivergent community and for those who have experienced mental health issues: Mihnd (see link below). Sean explains what neurodiversity is and the challenges neurodiverse people are facing in the workplace. He highlights the benefits for organisations when hiring these individuals and how these efforts need a different approach in the recruitment process. Finally Sean leaves us with valuable advice for organisations and all of us, to get more comfortable in being uncomfortable and practice more listening and learning, as stigma comes from misunderstanding. More about Sean and his mission to destigmatises mental health and neurodiversity: Sean's LinkedIn Profile: https://www.linkedin.com/in/seanbetts/ Mihnd Website: https://www.mihnd.co.uk/ Auticon: https://auticon.co.uk

“And then there is the opportunity to flip it on it's head. Rather than seeing it as a burden or another thing to manage, inclusive leadership and driving a successful D&I agenda actually has the potential to be a huge source of energy.” In this episode I talk to Eric Pliner, CEO of YSC Consulting, a global leadership consulting firm, which has partnered with nearly 20% of the Global Fortune 500 to help leaders achieve their future business strategies. He has written many insightful articles on leadership development and diversity and inclusion for Harvard Business Review, Forbes, Fortune and Fast Company (see links below) whilst also being a talented playwright! Eric shares his unusual career path from working in education to the performing arts and his conscious exploration into the private sector. Together we take a deep dive into the combined impact of the pandemic and the #BlackLivesMatter movement, the challenges for leadership and advice for organisations as they face potentially a tough journey ahead. We explore what inclusive leadership means, the traits of an inclusive leader and how it all starts from a place of being a learner and listening. Eric speaks about the greatest public health crisis of our lifetimes, institutionalised racism, and he points out how connecting with each other's humanity is more important than ever. Whilst revealing some manifestations of exclusion he still experiences as part of a minority group himself, he brings many convincing perspectives to Diversity & Inclusion and calls for leaders not to see it as a burden, but to embrace the opportunity as source of positive energy that will benefit the whole organisation. I hope you will feel as inspired and energised by listening as I did by talking to Eric! Show links: A Framework for Leaders Facing Difficult Decisions - Harvard Business Review, 2020 Holding Difficult Conversations: Tips For Leaders - Forbes, 2020 Legal protections for LGBTQ people at work - Fortune, 2020 How to Get Your Diversity & Inclusion Initiative Back on Track - Fast Company 2020

“You are far more likely to work with somebody that is experiencing suicidal thoughts than with somebody that is about to have a heart attack” In this episode I have a powerful and inspiring conversation with Emma Mainoo, Partner and Head of Mental Health at Utopia, the culture-change consultancy I collaborate with, which works with businesses to create more purposeful, more inclusive, and more entrepreneurial cultures. She is the creator of the platform Surviving Sundays, a Mental Health First Aid Course instructor and a remarkable keynote speaker on mental health. Emma shares with us her personal experience from being an extraordinarily successful Marketing and PR professional who has worked on award winning campaigns with leading brands, to experiencing life-threatening depression and a total mental breakdown and the subsequent healing process she went through. She now helps leading companies to address the increasing problem of tackling mental health issues amongst their workforce with her unique and taboo-breaking perspective. Together we explore the impact of the pandemic on people's mental health and we discuss the link to the #BlackLivesMatter movement and how it affected us. Emma explains some actionable steps organisations need to take to create a culture where people feel like they can speak out and people know how to reach in. You can also hear about Mental Health First Aid training and why it is now a necessity for any successful and creative organisation. I have thoroughly enjoyed and learned from this conversation and I hope you will too. Show links: Surviving Sundays: www.survivingsundays.com on Instagram @surviving_sundays Emma Mainoo on LinkedIn Utopia: www.weareutopia.co on Instagram @weareutopians and LinkedIn

“Most work-family policies and the whole way work is set up is still based on a really outdated model of what a family is.” In this episode I talk to Dr Laura Radcliffe, Senior Lecturer in Organisational Behaviour at the University of Liverpool and author of many research papers on the topic of parenting and work-life balance. Together we published the Business in the Community Equal Lives: Parenthood and Caring in the Workplace Report in 2018, where we shed light on the barriers men face to get more involved in their caring roles. We discuss what fundamental changes society and organisations need to embrace to achieve more gender equality and explore topics like maternal gatekeeping and the importance of making male caring visible at work. We talk about the relationship between equal parenting and wellbeing, as well as the impact of work-family conflict for both. Laura also gives us an interesting preview into her current research project, due to be published this year, where she studies single parents at work as well as blended families. We hear how 1 in 4 families are single parents, 90% of them women and how the current system fails them as they struggle to fulfil society's expectations. The norms of being a good worker and a good mother at the same time are completely opposite to each other and therefore unobtainable. Maybe the global pandemic and its profound implications on how we work has been a reset and started the momentum for a fundamental change so employment and wellbeing can be possible for anyone with caring roles? Show links: Laura's University of Liverpool Page Laura's Linkedin Profile Find her on Twitter @laurasue888